Talent Management Specialist 4\5
Talent Management is an organization responsible for Enterprise Leadership Talent Strategies through the developing, shaping, and deploying enterprise talent management processes, tools and services, such as: Succession Planning, Performance Management, deployment of Executive Compensation, 360, and Executive Acquisition (job design, level, salary, etc.). This particular Talent Management Specialist position will be responsible to help shape and drive the internal operating rhythm and management system for the Talent Management organization, play a primary role on organization coordination for key/Sr. Leadership talent reviews, and server as an interface to drive collaboration across multiple internal organizations. The successful candidate for this position will facilitate weekly Talent Management reviews through an established operating rhythm where detailed knowledge of power point and excel will be necessary. In support of key Sr. Leadership talent reviews there will be a need to leverage knowledge of Boeing organization structure/s in compiling data reports, use of internal HR systems to perform data analysis on key processes (BERT/Excel/Developing Charts). The candidate in this role plays an integral role in integrating amongst several internal groups/organizations which enables the successful development and deployment of Boeing's Talent Management process, tools, and services. Strong facilitation skills, a service oriented and collaborative approach, process discipline, and a systems-thinking mindset are considered core Competencies . Expertise in Human Resources and/or Talent Management arenas along with a detail oriented mind-set, proven working experience with Microsoft Office Suite, and HR systems will differentiate the successful candidate. Over time, as the individual matures in this role, additional responsibilities within the Talent Management team may be aligned with this key position.
Competencies
General• Building Positive Relationship
Consistently builds effective working relationships with other project leads, internal employees, and external customers. Probes for and provides information to clarify situations. Consistently seeks and expands on original ideas from other project leads, internal employees, and external customers, enhances others? ideas, and contributes own ideas about the issues at hand. Places higher priority on project and organization goals than on own goals. Guides others in gaining agreement from other project leads, managers, internal employees, and external customers to support ideas or take partnership-oriented action; uses sound rationale to explain value of actions. Establishes good interpersonal relationships by helping people feel valued, appreciated, and included in discussions.
• Communication
Consistently clarifies purpose and importance; stresses major points; follows a logical sequence. Consistently keeps the audience thoroughly engaged through use of techniques such as analogies, illustrations, humor, an appealing style, body language, and voice inflection. Consistently frames even complex messages in line with audience experience, background, and expectations; uses terms, examples, and analogies that are meaningful to the audience. Consistently seeks input from audience; checks understanding; presents message in different ways to enhance understanding. Uses syntax, pace, volume, diction, and mechanics appropriate to the media being used; attends to both direct and indirect messages from others; correctly interprets messages and responds appropriately. Advises fellow project leads and other internal employees in effective communication techniques.
• Continuous Improvement
Consistently and proactively reviews complex and/or specialized processes to identify gaps between requirements and current outputs within own work group, throughout the organization, and with external customers. Identifies potential conditions that contribute to gaps or key variances; explores complex relationships between conditions and effects; distinguishes causes from symptoms and identifies primary causes. Consistently and proactively generates ideas for solutions; analyzes the effect or impact of each solution; selects appropriate solutions; tests solutions; and gathers feedback from fellow project leads, internal employees and external customers on effectiveness. Reviews impact on baseline measures and modifies solutions as appropriate to ensure effectiveness.
• Cross Functional Partnerships
Analyzes the organization, potential external partners, and own area to identify key relationships that should be initiated or improved to further the attainment of own area's goals. Exchanges information with project leads, internal employees, and external customers to clarify partnership benefits and potential problems; collaboratively determines the scope and expectations of the partnership so that both areas' needs can be met. Collaboratively determines courses of action to realize mutual goals; facilitates agreement on each partner's responsibilities and needed support. Places higher priority on organization's goals than on own area's goals; anticipates effects of own area's actions and decisions on partners; influences others throughout the organization and in partner organizations to support partnership objectives. Implements effective means for monitoring and evaluating the partnership process and the attainment of mutual goals.
• Customer Focus
Makes customers and their needs a primary focus of one's actions as a project team leader; develops and sustains productive customer relationships as they relate to project team leadership responsibilities; actively seeks information to understand customers' circumstances, problems, expectations, and needs; presents project level information to customers to build their understanding of issues and capabilities; considers how project level actions or plans will affect customers; responds quickly to meet customer needs and resolve problems; assists other project team leaders in implementing ways to monitor and evaluate customer concerns, issues, and satisfaction and to anticipate customer needs.
• Decision Making
Consistently recognizes a wide range of complex, specialized issues, problems, or opportunities in own work group, across the organization and with external customers; determines whether action is needed. Steadily identifies the need for and collects information to better understand issues, problems, and opportunities. Regularly integrates complex information from a wide variety of sources; detects complex trends, associations, and cause-effect relationships. Consistently creates relevant options for addressing problems/opportunities and achieving desired outcomes. Formulates clear decision criteria; evaluates options by considering implications and consequences; chooses an effective option. Consistently implements decisions or initiates action within a reasonable time. Regularly includes fellow project leads, employees across the organization, and external customers in the decision-making process as warranted to obtain good information, make the most appropriate decisions, and ensure buy-in and understanding of the resulting decisions.
• Systems Thinking
Consistently evaluates job tasks and processes on how well they help meet team objective(s); identifies non-value-adding components and barriers. Formulates change strategies; frequently seeks input from other project leads and internal employees to evaluate options for change and encourage buy-in. Makes appropriate changes to job/role structures and processes by communicating effectively and focusing on new skill development. Uses extensive measurement systems to monitor the implementation.
Technical• Analytical Skills
Basic - Skill and ability to: collect, organize, synthesize, and analyze data; summarize findings; develop conclusions and recommendations from appropriate data sources with clients, customers and/or suppliers.
Preferred - Skill and ability to: collect, organize, synthesize, and analyze data; summarize findings; develop conclusions and recommendations from appropriate data sources at the business unit level.
• HR Information Systems
Basic - Extensive and specialized knowledge of HR information systems (e.g., self-service systems, automated request tools) including how to write queries and comply with process documentation requirements.
Preferred - Advanced/expert knowledge of HR information systems (e.g., self-service systems, automated request tools) including how to write queries and comply with process documentation requirements.
• Proj Planning & Implementation
Basic - Complete knowledge of project planning processes and tools (i.e., project management software) to define, design, and plan projects, achieve project deliverables, optimize the contributions of internal and external resources, and accomplish desired business results.
Preferred - Advanced knowledge of project planning processes and tools (i.e., project management software) to define, design, and plan projects, achieve project deliverables, optimize the contributions of internal and external resources, and accomplish desired business results.
Basic Qualifications For ConsiderationDo you have experience leading teams of your peers to accomplish a project or deploy a process/es?
Do you have experience where you applied analytical and data analysis while analyzing or identifying data trends?
Do you have experience where you developed or lead a management system or operating rhythm for an organization or project (within skill teams, leadership meetings)?
Do you have experience using Microsoft office suite tools; including excel (charts, pivot tables), PowerPoint, milestone/MS project?
Typical Education/Experience
Level 4 - Bachelor's degree and typically 10 or more years' related work experience, a Master's degree and typically 8 or more years' related work experience or an equivalent combination of education and experience. Level 5 - Bachelor's degree and typically 15 or more years' related work experience, a Master's degree and typically 13 or more years' related work experience or an equivalent combination of education and experience.
Other Job related information
This position will be located in St. Louis, Chicago, or Renton, WA. Some travel will be required for this position. There is some flexibility with work hours/work location with the day to day position responsibilities.
- Business Unit Corporate
- Division Human Resources & Admin
- Program Leadership Development
- Job Type Non-Management
- Experience Level Expert/Consultant
- US Person Status Required? Yes
Closing Date: 02/14/2012
