Senior Manager-Talent Development

As an S&C Electric team member youll work on projects that have realworld impact. Youll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100year history of innovation and has been 100 employeeowned since 2012. We continue this legacy as a trusted forwardthinking leader in the electrical industry. You will advance a safer more reliable and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. Were big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively. Join S&C to make an impact on tomorrows energy challenges and become an employeeowner!

Hours

8:00 am 5:00 pm (MonFri) Hybrid

Compensation

At S&C we provide competitive and equitable compensation for all our team members and we are committed to transparency in our pay practices. The estimated annual base salary range for this position in the United States can be found in the JOB INFO section below. Individual pay within this salary range is determined by several compensable factors including performance knowledge jobrelated skills and experience and relevant education or training. This role is also eligible for S&Cs annual incentive plan (AIP) subject to eligibility criteria.

Join Our Team as a Senior ManagerTalent Development!

Are you passionate about talent development S&C Electric Company is seeking a dynamic individual to lead our Talent Development function. The Talent Enablement department is responsible for developing implementing and sustaining S&Cs global talent management ecosystem designed to facilitate organizational professional and career development in support of S&Cs strategic objectives and competitive advantage in the market.

The Senior Manager Talent Development is a leadership role tasked with driving forwardthinking talent management initiatives including talent identification organizational effectiveness performance management succession planning and talent programs.

Key Responsibilities:

• Strategy Deployment: Collaborate closely with the Sr Director of Global Talent Enablement to craft and refine global leadership and talent program strategies that resonate with S&Cs overarching business objectives. Serve as a key influencer in aligning talent initiatives with organizational goals ensuring agility and responsiveness to evolving market dynamics. Lead the design and integration of global talent management programs; such as talent identification succession management and talent development programs. Promote and increase the visibility of talent programs through organizationwise communication plans leveraging S&Cs intranet and other innovative strategies with the goal to continually increase uptake and utilization of talent programs and tools.
• Leadership Program Oversight: Direct the S&C Leadership Experience Program ensuring its activities substantially support the specific skill and competency requirements of S&Cs leadership team. Collaborate and lead the Leadership Program Manager and other team members to consistently enhance program activities and overall structure incorporating feedback from participants and their leaders. Foster relationships with vendors and thirdparty partners to drive continuous evolution and improvement of the program.
• Talent Marketplace: Oversee the strategic governance enhancement and application of the Career Framework structure and Work Element program collaborating with organizational leaders to align with evolving business needs optimize internal equity and drive performance recruitment and retention initiatives. Partner with functional/subject matter expert leaders to assess the effectiveness of the program and identify the short to midterm needs of the business.
• Performance Management & Talent Review: Drive performance management and Talent Review strategies by championing leader development deploying advanced tools for talent identification and skill gap analysis collaborating with HRBPs to operationalize actionable succession plans and proactively monitoring readiness to mitigate retention risks and ensure organizational resilience.
• Organizational Development:Spearhead organizational development initiatives including succession management talent review process and internal salaried mobility programs while leading change management efforts and orchestrating strategic communications to amplify the impact of talent programs cultivate engagement and nurture a culture of continuous learning and growth.
• Talent Data Enhancement:Establish and lead a proactive talent data function leveraging insights from performance and 360degree reviews and robust skill libraries to transform talent management from a reactive to a datadriven proactive approach ensuring alignment with organizational needs and fostering continuous learning and development.
• Budget Management: Develop and manage the Talent Enablement budget ensuring accuracy and appropriate allocation of resources to maximize ROI and the achievement of departmental strategies and objectives.
• Leadership & People Management: Lead inspire and develop a highperforming team. Role model appropriate and professional workplace behaviors address/mediate conflicts to restore harmony and support a positive healthy and inclusive workplace culture in accordance with S&Cs mission vision values and guiding principles. Manage departmental administrative team member processes. Oversee a team of leaders and support them in managing their direct reports including but not limited to recruitment induction vacation management performance reviews performance improvement plans and workforce/succession planning. Proactively establish monitor and hold leaders accountable to clear responsibilities and accountabilities provide ongoing performance feedback both positive and developmental address performance gaps in a timely manner recognize and reward achievements and initiate decisions for corrective actions and terminations where required. Foster a culture that supports the growth and development of both leaders and team members and proactively train mentor and coach team members.
• Industry Insights & Thought Leadership: Proactively monitor and stay abreast of talent trends and best practices to inform short to midterm talent program strategies and provide recommendations for longterm insights. Continuously monitor evaluate and report on program effectiveness to senior leaders and check and adjust as needed for enhanced organizational effectiveness.
• Compliance: Understand and comply with all applicable Company policies and rules

What Youll Need to Succeed:

• Bachelors degree in human resources management or equivalent experience
• Society for Human Resources Management (SHRM) Certified Professional (SHRMCP)
• Demonstrated experience in the design implementation and operationalization of talent programs and initiatives across an international and multisite organization.
• Expertise in managing organizationwide talent programs ranging across the team member lifecycle including competency frameworks career development performance evaluation performance management internal mobility succession planning and organizational development.
• Strong leadership experience with an ability to guide motivate and delegate to deliver results build teams and capabilities embrace change drive decisions and results embrace culture and inclusion and exhibit integrity for teams of both professionals and leaders.
• Solid critical thinking organizational planning and project management skills coordinating internal and external resources creative problemsolving when obstacles arise and juggling a heavy volume of diverse operational/tactical projects.
• Strong interpersonal skills to establish meaningful relationships built on mutual trust and respect navigate and resolve conflict moderate behaviors and foster collaborative working relationships amongst a diverse audience.
• Excellent communication skills (written verbal listening and presentation) able to liaise with internal and external stakeholders at all levels from leadership to support staff and present influentially to achieve buyin from executives managers and team members across the organization.
• Sound business acumen and analytical skills with the ability to use and analyze data to design Key Performance Indicators (KPIs) problemsolve highly complex problems and leverage data and learnings to drive continuous improvement.
• Financial acumen and numerical ability to manage budgetary resources to maximum effectiveness.
• Skilled at navigating through ambiguity and leading teams and organizations through change.
• Proven success partnering across HR teams creating effective partnerships at all levels and collaborating at an operational level.
• Talent perspective rooted in diversity equity and inclusion and prioritizes the employee experience.

Preferred:

• Masters degree in human resources management
• SHRM Senior Certified Professional (SHRMSCP) Senior Professional in Human Resources (SPHR) or equivalent
• Experience leading a Learning Training Talent Enablement or similar function in a manufacturing setting.

S&C Electric is committed to equalopportunity employment. All employees and applicants will be considered without regard to age color disability gender national origin race religion sexual orientation gender identity protected veteran status or any other classification protected by federal state or local law. If you are an individual with a disability and need an accommodation to complete the application please email us at

No fixed deadline

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