Job DescriptionI. Job SummaryThe Program Manager, Succesion Planning & Internal Mobility is responsible for the design, development, implementation, and maintenance of enterprise Succession Planning, Critical Roles Identification, and Internal Mobility. This role involves needs analysis, program/process design, evaluation, project management, and research on current trends and best practices related to driving enterprise adoption of succession planning best practices. You will collaborate with Human Resources Business Partners and business leaders to identify critical roles and ensure WM has a deep bench of ready-now and ready-soon leaders. You will partner with Talent Acquisition and Human Resources Business Partners to ensure effective and efficient movement of employees across the enterprise.
You will use project management, strategic communication and relationship building skills to drive the creation and adoption of enterprise-wide succession planning and internal mobility solutions, by managing the planning, project operations, and stakeholder communications.
II. Essential Duties and Responsibilities- Maintains and updates existing succession planning content and processes to support WM's business and talent strategy through process design, resource/training development and design, and support for HR Business Partners and leaders.
- Leverages a variety of communication vehicles to build manager and employee capability and understanding of succession planning and internal mobility practices.
- Understands the impact and implications of talent strategies and programs across WM, collaborating cross-functionally and ensuring alignment and integration with other projects/programs.
- Ensure close connectivity between talent management activities and employee/leadership development experiences
- Consults with HR functional leaders and business leaders to develop short- and long-term talent management programs that support the achievement of organizational goals and strategy.
- Proposes new concepts to support future talent management needs and manages the development of Succession Planning, Critical Role, and Internal
- Mobility programs including the creation of project plans, requirement gathering, scoping, needs analysis, action item allocations, maintaining calendar of events, resourcing, and setting program metrics.
- Collaborates within the Talent Management team to improve talent management programs based on ongoing research in best practices, analysis or benchmark data, and assessment of organizational needs.
- Partners with WM's HR Technology team to maximize current technologies to support all Talent Management processes and initiatives.
- Identifies and manages relationships with third-party vendors to support Talent management programs. Engages with vendors to establish and implement talent management programs and initiatives; monitors and assesses effectiveness of vendor developed programs as needed.
- Ensures programs adhere to budgetary limits.
- Prepares reports on Succession Planning, Critical Roles, and Talent Mobility, measuring performance against goals and recommending improvements as needed. Leverages talent data to provide insights and recommendations for senior leaders and assess the effectiveness of talent programs.
- Researches new trends and approaches in talent management, and serves as a champion for talent management and performance across WM.
III. Qualifications A. Required Qualifications
- Bachelor's Degree (accredited) in Human Resources, Business Administration or similar area of study, or in lieu of degree,
- High School Diploma or GED (accredited) and 2 years of relevant work experience
- 5 years in Talent Management, Learning or Organization Development and experiences with Talent Review, Succession Planning, Performance Management, Career Pathing, and Competencies
- Experience project managing and supporting organization-wide talent management programs.
B. Preferred Qualifications
- Experience using Oracle HCM
- Previous experience working within an industrial industry with a heavy frontline population, and/or decentralized business environment
IV. Knowledge Skills & Abilities- Knowledge of leading approaches in Talent Management
- Data-driven and understands relevant metrics and how to evaluate talent management effectiveness
- Ability to evaluate change management needs and create a change plan to support programs and initiatives
- Familiar with human-centered design: desirability [what people need]; viability [what the business needs]; feasibility [the format needed to deliver]
- Excellent influence, presentation, and communication skills
V. Physical RequirementsListed below are key points regarding physical demands, physical and occupational risks, and the work environment of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job.
Office: This job primarily operates in a professional office environment and routinely requires the use of standard office equipment such as computers, phones, copy machines, etc.
VI. Benefits At WM, each eligible employee receives a competitive total compensation package that includes medical, dental, vision, life insurance, and short-term disability. In addition, we offer a stock purchase plan, company matching on a 401(k), and more. Employees also receive paid vacation, holidays, and personal days. Please note that benefits may vary by site.
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