Director of Talent Management
Nippon Sanson Matheson (NSM) is seeking a Director of Talent Management in Warren, NJ.
Essential Functions
Talent Management Strategy
Develop and execute an integrated talent management strategy aligned with business priorities and long-term workforce needs.
Partner with senior leaders and HR leadership to identify critical capabilities, emerging talent requirements, and organizational talent risks.
Establish practical enterprise talent processes, standards, tools, governance, and metrics.
Translate business strategy into actionable talent, leadership, and organizational capability priorities.
Succession Planning and Talent Reviews
Lead succession planning for critical positions and leadership roles.
Establish and facilitate disciplined talent reviews that assess performance, potential, readiness, development needs, and retention risk.
Partner with leaders to identify successors and create development plans that improve successor readiness.
Monitor succession coverage and leadership-pipeline health and provide senior leadership with clear visibility into talent risks and opportunities.
Integrate succession planning with development, internal mobility, recruiting, and workforce planning.
Leadership Development
Create targeted development experiences, including formal programs, assessments, coaching, mentoring, action learning, job rotations, and stretch assignments.
Define leadership expectations and competencies that reinforce company culture and business strategy.
Evaluate development programs using measurable business and talent outcomes.
Partner with L&D Team on leadership development and adjacent programs.
Performance Management
Own and continuously improve the performance management philosophy, processes, tools, and annual cycle.
Strengthen goal setting, performance differentiation, feedback, coaching, and development planning.
Develop manager capability to conduct meaningful performance, career, and development conversations.
Ensure individual goals and performance expectations connect to organizational objectives.
Assist with design and maintenance of performance management elements of HRIS.
Career Development and Internal Mobility
Build frameworks and tools that enable employees to understand career opportunities and take ownership of their development.
Develop career pathways for critical functions and talent segments.
Increase visibility into internal opportunities and encourage movement across functions, businesses, and geographies.
Promote developmental assignments, job rotations, and cross-functional experiences; including with parent entity and global affiliates.
Talent Analytics and Governance
Develop and maintain talent metrics and dashboards, including succession coverage, successor readiness, internal mobility, leadership-pipeline strength, development effectiveness, and retention of critical talent.
Establish consistent definitions and standards for assessing talent, potential, and readiness.
Use data to evaluate program effectiveness and recommend improvements.
Prepare talent insights and recommendations for senior leadership.
General Leadership Responsibilities
Lead, coach, and develop Recruiting Teams and other assigned team members and promote accountability, collaboration, and continuous improvement.
Partner with HR functional leaders, Legal, IT, Recruiting, business leaders, and Nippon Sanso Holdings stakeholders, as appropriate.
Manage external vendors, consultants, assessments, and program budgets within approved parameters.
Perform other duties as assigned.
This position reports directly to the SVP & CHRO
QUALIFICATIONS
Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, or a related field.
10+ years of progressive Human Resources experience, including significant experience in talent management, organizational development, recruiting, or related disciplines. Prior experience leading a Talent Management function is a mandatory requirement.
Demonstrated experience designing and implementing succession planning, talent review, performance management, and leadership development processes in a complex organization.
Experience partnering directly with Senior Executives and HR leadership.
Strong knowledge of talent assessment, succession planning, leadership development, performance management, and organizational effectiveness.
Experience with recruiting or leading a recruiting team.
Strong facilitation, consulting, communication, and influencing skills.
Ability to translate strategy into practical programs, processes, tools, and measurable outcomes.
Strong analytical skills and ability to use talent data to support decisions.
Demonstrated project management, change management, and organizational skills.
Experience supporting a multi-site workforce.
Experience in a multinational, industrial, manufacturing, engineering, or similarly operational organization.
Experience with Cornerstone or a comparable enterprise talent and learning platform. Req
Work Experience
10+ years Progressive HR experience with substantial responsibility for talent management, organizational development, succession planning, leadership development, or related disciplines. Req
Knowledge, Skills and Abilities
Enterprise Talent Strategy
Succession Planning and Talent Reviews
Leadership Development
Performance Management
Career Development and Internal Mobility
Organizational Development and Effectiveness
Talent Assessment and Leadership Competencies
Talent Analytics and Workforce Insights
Project and Change Management
Team Leadership and Development
Vendor and Budget Management
Cross-Functional and Global Collaboration
Business Partnership
PHYSICALDEMANDS/WORKING CONDITIONS
Office / SedentarySitting, keyboarding
Stationary Position - Frequently
Move/Traverse- Frequently
Stationary Position/Seated- Frequently
Transport/Lifting - Rarely
Transport/Carrying - Rarely
Exerting Force/Pushing - N/A
Exerting Force/Pulling- N/A
Ascend/Descend- N/A
Balancing- N/A
Position Self/Stooping- N/A
Position Self/Kneeling- N/A
Position Self/Crouching- N/A
Position Self/Crawling- N/A
Reaching- N/A
Handling- N/A
Grasping- N/A
Feeling- N/A
Communicate/Talking - Constantly
Communicate/Hearing - Constantly
Repetitive Motions - Occasionally
Coordination- N/A
Working Environment
While performing the duties of this job, the associate is required to work within the selected working environments
Travel Requirements
Up to 20% - Travel to locations and leadership development meetings, as needed.
