Duquesne Light Company, headquartered in downtown Pittsburgh, is a leader in providing electric energy and has been in the forefront of the electric energy market, with a history rooted in technological innovation and superior customer service. Today, the company continues its role as a leader in the transmission and distribution of electric energy, providing a secure supply of reliable power to more than half a million customers in southwestern Pennsylvania.
Duquesne Light Company is committed to creating a culture of inclusion. We value and respect the unique differences and experiences of our employees. We believe that our differences lead to better collaboration, innovation and outcomes. We want you to join our team!
The Director, Talent and Performance Management will develop and deliver organizational strategy and implementation of best practices in the areas of Talent Management, Performance Management, Employee Engagement, and Organizational Effectiveness. This position will report to the Vice President, Human Resources.
Key Responsibilities/Outcomes (include but are not limited to):
Recruit, build and lead a diverse team to develop and deliver talent strategies that will support the achievement of business objectives.
Partner with executive leadership to drive long-term talent and performance strategy; including associated culture transformation
Lead the assessment, development, and execution of DLCO's Talent Management and Performance Strategy, which will also include employee engagement and organizational effectiveness.
Provide subject matter expertise and consultation in the areas of talent management, performance management, employee engagement and organizational structure/effectiveness.
Partner with the Chief Diversity Officer to shape DLCO's evolution internally and externally in building a diverse workforce and culture of inclusion
Lead the enterprise-wide succession planning and key talent review process, and develop strategies to accelerate development of key talent and successor candidates
Design and develop leadership programs to build a strong talent bench, succession plans and career pathing. Assess the available internal talent and design programs to close the gaps
Develop and deliver high-potential management development programs that align with long-range business strategies
Design and deliver employee focused development to address future workforce needs; especially focused on learning agility, innovation and career progression.
Partner with all levels of leadership to identify and develop talent management strategies, identify gaps, and plan processes to support business initiatives
Monitor and assess employee engagement via an annual survey and periodically via pulse surveys; develop and deliver programs in partnership with business leaders to increase enterprise-wide and targeted engagement scores/results.
Partner with business unit leaders and HR leaders to execute people and culture programs and initiatives
Direct the administration of the Learning Management System ("LMS") and its continued deployment broadly across DLCO
Partner with internal stakeholders to develop and implement strategies for employee retention
Act as a liaison with other HR teams (COEs) to coordinate development of talent management programs, systems, and processes to support the business
Improve organizational effectiveness through organizational structure reviews and through partnership with the Director, Change Management and Strategic Workforce Planning.
Lead and direct enterprise-wide performance management processes for leadership, salaried and bargaining unit team members.
Develop and deliver rewards/recognition strategies associated with varying levels of the organization
Direct associated Compensation (including Executive Compensation) review and administration process; in conjunction with VP, Human Resources.
Direct the preparation and analysis of HR metrics and provide reports that support decision making in specified areas
Maintain knowledge of industry trends and advise corporate leadership on needed actions.
Bachelor's degree (Master's degree preferred), and a minimum of 10 years of HR experience; at least five (5) years in a talent leadership capacity.
Excellent interpersonal, written and verbal communication skills are essential. Ability to lead meetings and presentations, and ability to interface with all levels in the organization with tact and diplomacy; including frequent BOD interactions
Must be a collaborative team player, possess a strong customer service orientation, and be a problem solver
Strong team-building skills; including staff selection and build-out
Ability to advocate and influence
Highly proactive style of work, with a demonstrated track record of developing and delivering innovative long-term strategies in a fast paced environment
Strong organizational and analytical skills; emphasis on data-driven decision-making
Prior experience developing/delivering overarching compensation strategies is preferred.
Relationship building with Business Unit leaders and HR colleagues/Team
Energize the organization
Duquesne Light Company is committed to providing equal employment opportunity to all people in all aspects of the employment relationship, without discrimination because of race, age, sex, color, religion, national origin, disability, sexual orientation and gender identity or status as a Vietnam era or special disabled veteran or any other unlawful basis, as defined by applicable law, and fostering a workplace free of unlawful discrimination and retaliation. This policy affects decisions including, but not limited to, hiring, compensation, benefits, terms and conditions of employment, opportunities for promotion, transfer, layoffs, return from a layoff, training and development, and other privileges of employment. An integral part of Duquesne Light's commitment is to comply with all applicable federal, state and local laws concerning equal employment and affirmative action.