Sr. Manager, Talent Enablement at Inmar, Inc. in Raleigh, North Carolina

Job Description:

The Sr. Manager, Talent Enablement is responsible for developing and implementing solutions that align with key business strategies and enhance individual, team and organizational performance, and creating effective programs for all phases of the talent cycle. By using data driven insights, this position will facilitate initiatives related to talent management, culture, engagement, assessment, learning technology, performance management, career and succession planning, onboarding, and professional and leadership development programs. This position collaborates with leaders and business partners to design, develop, evaluate, and adapt innovative solutions to achieve results. This position is also responsible for improving organizational culture through the measurement and improvement of associate satisfaction, engagement, and retention.

Primary Accountabilities:

Talent Enablement (40%)

• Creates and defines the talent and performance strategies and programs for the organization, from associates to managers to leadership, in order to build organizational capability and impact business outcomes.


• Responsible for the design, development, facilitation, and oversight of the high potential leadership development program (ALDA)


• Provide individualized leadership coaching as required, using Birkman Method or other assessments, and drawing on additional internal or external resources as needed to support.


• Develops tools, as well as recommends and implements processes and/or programs, to support a talent strategy that is aligned with overall business objectives and OKRs. 


• Leads efforts towards enhancing Inmar’s leadership bench strength and retention of key talent through talent reviews, calibration and succession planning.


• Creates and implements strategies to support organization-wide talent needs and key positions with internal talent through a talent marketplace and/or mentorships.


• Supports efforts to drive effective performance management practices through assessments, career planning, and coaching.

Learning & Development (40%)

• Creates and defines the learning and development strategies and programs for the organization, from associates to managers to leadership, in order to build organizational capability and impact business outcomes.


• Creates the learning and development roadmap; recommends and develops initiatives or programs to effectively develop leaders at all levels of the organization.


• Creates and implements strategies to support organization-wide learning, upskilling/reskilling, and development needs 


• Oversees the development and execution of internally developed and/or third-party content in support of all organizational learning needs

Leadership (20%)

• Provide leadership and oversight to the Talent Enablement team.  Encourage teamwork through cooperative interaction with teammates both on their own team, and other team members within GT! and across Inmar departments.


• Manage vendor relationships – build relationships with L&D vendors, LMS, and other third party providers that provide support in L&D and Talent Strategy.

Required Qualifications

• 10+ years relevant experience preferred (6+ years Learning & Development experience including curriculum design and development, and classroom instruction)


• Masters Degree in Human Resources Development or Education


• SPHR,PHR/SHRM certification preferred


• Birkman Method Certification


• Knowledge of adult learning principles and L&D concepts including needs analysis, design and delivery of training.


• Possess excellent communication and facilitation skills, including the ability to present to broad audiences.


• Demonstrated ability to facilitate succession planning and implementing plans to retain and develop identified successors.


• Demonstrated skills in strategic thinking, taking initiative, continuous improvement, coaching, and problem solving 

Individual Competencies:

• Teamwork: Builds relationships and works cooperatively with others, inside and outside the organization, to accomplish objectives to build and maintain mutually-beneficial partnerships, leverage information and achieve results.


• Influential Communication: Fosters open communication, speaks truthfully and with one voice through clear and consistent messages, listens to others and values all opinions while acting in a respectful manner to influence an outcome, impact, or effect, and responds appropriately to concerns of others.


• Problem Solving: Gathers and analyzes information to generate and evaluate potential solutions to problems, issues and challenges while weighing the accuracy and relevance of the facts, data and information.


• Urgency: Transfers mission to action by acting clearly and decisively to analyze and implement solutions regardless of pressure or uncertainty and maintains a sense of urgency to complete tasks, accomplish goals, and act in ambiguous and complex situations.


• Integrity: Gains the trust of others by taking responsibility for own actions and telling the truth.


• Accountability: Sets clear goals, objectives, expectations, and responsibilities and monitors the process, progress and results to hold self and others accountable for measurable actions and results.


• Vision & Strategy: Takes a long-term view and builds a shared vision with others while positioning the organization for future success by identifying new opportunities, formulating objectives and priorities, and implementing plans consistent with the long-term interest of the organization in a global environment.


• Conflict Management: Encourages healthy and productive conflict to produce the best possible solution while managing and resolving unhealthy conflicts and disagreements in a constructive manner.


• Coaching: Guides, develops, empowers, and motivates associates to meet the organization's goals while preparing the team to win.


• Analytical & Critical Thinking: Ability to tackle a problem by using a logical, systematic, sequential approach.

The physical demands described here are representative of those that must be met by an associate to successfully perform the major job responsibilities (essential functions) of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the major job responsibilities. This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job.

While performing the duties of this job, the associate is: 

• Regularly required to use hands to finger, handle or feel objects, tools or controls, and reach with hands or arms.


• Regularly required to talk or hear and read instructions on a computer monitor and/or printed on paper.


• Occasionally required to stand, kneel or stoop, and lift and/or move up to ## pounds.


• Regularly required to view items at an extremely close range and must be able to adjust and readjust focus.

Occasionally: Job requires this activity up to 33% of the time

Frequently: Job requires this activity between 33% - 66% of the time

Regularly: Job requires this activity more than 66% of the time

Safety:

• Support a safe work environment by following safety rules and regulations and reporting all safety hazards.

As an Inmar Associate, you:

• Put clients first and consistently display a positive attitude and behaviors that demonstrate an awareness and willingness to listen and respond to clients in order to meet their short-term and long-term needs, requirements and exceed their expectations.


• Treat clients and teammates with courtesy, consideration and tact; you also have the ability to perceive the needs of internal and external clients and communicate effectively with the objective of delighting and retaining the client.


• Build collaborative relationships and work cooperatively with others, inside and outside the organization, to accomplish objectives, develop and maintain mutually-beneficial partnerships, leverage information and achieve results.


• Set and attain achievable, yet aggressive, goals with a sense of urgency and accountability.


• Understand that results are important and focus on turning mission into action to achieve results following the principles of Flawless Execution while consistently complying with quality, service and productivity standards to meet deadlines and exceed expectations by giving our clients the best possible outcome.

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