The Talent Partner will partner with front-line team members and managers to provide proactive leadership relationship management. The role collaborates with Talent Strategy Directors and Talent Managers in the execution of business solutions. The position serves as an expert ensuring consistent, appropriate management of team member relations including compliance with Old National policies and procedures, laws, and regulatory requirements. The Talent Manager identifies team member relations trends and proactive solutions to mitigate in the future. The position partners with the Talent Strategy Team, COEs and leadership to develop/sustain an environment of open communication and engagement that enables front-line team members and managers to work together to achieve their goals.

Salary Range

The annual salary range for this position is $60,000 - $121,300. The base salary indicated for this position reflects the compensation range applicable to all levels of the role across the United States. Actual salary offers within this range may vary based on a number of factors, including the specific responsibilities of the position, the candidate’s relevant skills and professional experience, educational qualifications, and geographic location.

Team Member Relations Expert

• Manage and resolve team member relations issues; conduct effective, thorough, and objective investigations.
• Consult on performance and conduct management issues supplying performance management strategies, including proposed corrective action measures by providing guidance, best practices, and framework aligned with ONB culture.
• Provide clarification, interpretation, guidance, and consultation on employment policies, regulations, and applicable employment laws.
• Maintain knowledge of legal and regulatory requirements related to team member relations matters; partner with the legal department as needed/required.
• Assist with team member relations matters that may arise due to a leave of absence or ADA.

Relationship Management

• Proactively consult with front-line managers and team members to cultivate positive relationships and improve the work environment; assist with conflict resolution through facilitation and discussion.
• Collaborate with leadership, Talent Strategy Directors, and Talent Business Partners to create and sustain positive team culture and best practices.
• Partner with Training & Development to provide front-line team member- related training, consultation, resources, and tools to identified front-line leaders/ coaches equipping people leaders to be more self-sufficient, empowered, and confidently competent to lead and manage through performance management and conflict resolution.
• Facilitate connections and relationships between front-line team members and leadership leveraging tools from Leader and Team Alignment.

Engagement and Retention

• Consult with front-line leadership on the development and execution of front-line team member engagement activities (Pulse Survey process, ACE initiatives, Impact Networks etc.) as needed.
• Analyze exit interview data to obtain feedback about the employment experience and identify patterns, trends and reasons for turnover and recommend actions through the Talent Strategy Team to address key retentions risks and turnover.
• Support front-line leadership with strategies to enhance the socialization and onboarding of new team members leveraging Leader and Team Alignment tools.
• Where appropriate, conduct front-line environmental assessments to gather input on the perceptions of the current work environment, identify strengths of the business unit/department, and recognize where potential opportunities exist and share with Talent Strategy Team.
• Develop and recommend solutions to address any barriers to team member engagement within assigned portfolio.

Key Competencies for Position

• Coaching/Building Talent: Actively seeks to support and develop team members effectiveness in their current and future roles. Conduct one-on-one coaching to provide team members the opportunity to understand their strengths and areas of opportunity in relation to a range of high quality and relevant competencies. Demonstrates Old National's culture in daily interactions and encourages team members to live by our culture and core values.
• Collaboration: Works interdependently and collaboratively with others to achieve mutual goals. Actively seeks, develops, and maintains trusted relationships with others to achieve business goals and objectives.
• Communication: Effectively shares information and ideas with individuals and groups; displays self-awareness and self-management, tailors the delivery to the audience, and selects suitable delivery method(s).
• Planning, Organizing and Execution: Ability to determine a course of action, set and manage priorities, and ensure optimal resources to achieve individual and/or team objectives. Committed to achieving established goals, overcoming obstacles, and continuously learning to improve performance
• Problem Solving and Decision Making: Seeks to identify what caused the issue; incorporates input from multiple sources (e.g., lines of business, subject matter experts, data, policies, procedures, etc.) to ensure effective action and shared ownership; decisions are sound based on what was known at the time and are based on a blend of analysis, wisdom, experience, and judgement.
• Technical Knowledge: Possesses the required technical knowledge to perform the role effectively; continuous learning to adopt new trends or expertise.

Qualifications and Education Requirements

• Bachelor’s Degree in relevant area or equivalent work experience; HRCI and/or SHRM Certification desirable
• 3 plus years Human Resources or related experience
• Effective verbal, presentation and written communication and organizational skills required
• Proficiency in Microsoft Office products, specifically Excel, Word, PowerPoint, and SharePoint.
• Position may require the need to travel to meeting locations in ONB footprint

Key Measures of Success/Key Deliverables:

• Work successfully on a broad spectrum of team member relations issues and projects
• Partner with Talent Strategy team and leadership to ensure treatment of team members is respectful and consistent with our Mission, Vision, Values, and Leadership Principles
• Contribute to the Talent Strategy team by achieving goals and delivering results
• Participate in projects/activities to encourage professional growth and development