About the Job
The Talent Management (TM) Leader enhances FMI’s talent and performance management philosophy and programs to advance FMI’s Decision Insights strategy, support the growth of the company, and ensure FMI continues to attract, retain and develop top talent.
A primary objective of the TM Leader is ensuring strong leadership continuity in FMI’s pursuit of achieving its Decision Insights strategy through assuring best-in-class leadership is leading in the most strategic key roles. The person in this role is responsible for evaluating talent development needs across the company and developing and strengthening talent management approaches and practices including key role assessment, talent review, and succession planning. The TM Leader partners with the Learning and Development team to design and execute leadership development and preparation programs. The incumbent in this role captures relevant talent data and uses analytics to guide talent decision making, monitors high potential and succession candidate progress, and collaborates with Talent Acquisition to enable HiPo succession placements.
Furthermore, the TM Leader helps improve, evolve and manage FMI’s enterprise Performance Management process, including goal setting, quarterly conversations, multi-rater feedback, career conversations, and annual end of the year discussions. Finally, the person in this role designs a career development process that engages and enhances all FMI employee’s’ career journeys. He or she collaborates with People Strategy Leaders and Solution Delivery (i.e. HR sub functions) to deploy the multiple talent solutions outlined in this description.
• Talent Review Succession Planning
· Collaborates with People Strategy Leaders (HRBPs) to identify key roles.
· Manages the functional talent assessments and succession planning process.
· Leads the aggregation and analysis of company-wide high potential nominees and succession benches and determines insights and conclusions.
· Builds platform and prepares for Executive Team talent and succession calibration meetings.
· Partners with Learning and Development team to design, develop, and prepare leadership level development and preparation programs for all assessed leaders and high potential leaders, and directly manages accelerated development programs for high potentials in underrepresented groups.
· Plans for and ensures deployment (in partnership with preferred vendors) of leadership 360 and other assessment and feedback mechanisms to improve clarity on high potential leadership development and preparation.
· Monitors and measures talent and benches; sets, tracks, and embeds talent analytics in decision making; maintains the High Potential database; participates in data analysis exercises; surfaces and recommends decisions based on data trends; develops reporting systems for assessing and accelerating readiness of successors for Key Roles.
· Leverages data insights to make talent movement and placement decisions.
· Puts in place high performing leadership rotation programs (at first internal to FMI and eventually inspires rotations within the overall Roche Group companies).
· Partners with People Strategy Leaders and Total Rewards to develop plans to address high performing succession candidates at risk.
· Works closely with Executive Staffing to ensure succession candidates are first to be interviewed for open key role requisitions with the goal of filling majority of FMI’s key roles with internal high potential candidates.
• Performance Management
· Leads the enhancement and advancement of FMI’s performance management process with the objective of tightly linking employee and management performance with accelerating the achievement of our Decision Insights strategy.
· Develops frameworks, tools and processes that enable and support FMI’s performance management approach.
· Manages companywide goal setting and cascading approaches to increase overall company alignment.
· Enhances and ensures managers and employees engage in multiple regular performance discussions throughout the year under a philosophy of discussion over forms and process.
· Designs and launches “career discussions” as part of the FMI performance management approach.
· Manages the end of the year performance review methodology and framework.
· Acts as a liaison between FMI and executive coaching; establishes executive coaching programs; develops criteria, standards, and process for selecting and assigning executive coaching.
· Builds framework for and contributes to the execution of “career development for everyone”.
· Serves as the subject matter expert during the development and delivery of talent and career management programs, the creation of performance support tools, and the design of communication strategies.
· Acts as primary contact between FMI and TM related vendor partners.
· Other relevant duties as assigned.
• Bachelor’s Degree
• 7+ years of prior direct experience in talent management (with strong emphasis on talent review, succession planning, career development, and performance management)
• 10+ years of prior Human Resources experience
• Master’s Degree in leadership development, L&D, OD, Industrial/Organizational Psychology, Business (MBA) or related field
• 12+ years of prior experience in Human Resources
• Experience in a senior HR Business Partner role for at least 2 years (in addition to Talent Management / Leadership Development experience)
• Experience building/expanding talent management capabilities in a growing organization
• Previous experience in Life Sciences with emphasis on pharmaceutical/medical device industry
• History of using advanced program and project management skills, including planning and execution; ability to lead multiple complex projects simultaneously within aggressive timeframes with minimal supervision
• Practical experience, knowledge and skills (plus, ideally formal certification from a credible university) providing executive coaching
• Solid understanding of all functional areas of Human Resources to ensure program integration and alignment with business strategy
• Ability to foresee trends and consequences and to have a broad perceptive; expertise with talent analytics
• Deep unique content and leading-edge practice expertise with talent assessment, succession planning, talent development and executive role preparation as well as in performance management; has an executive development vision and the passion to lead leading-edge plans into execution
• Holds and shares a strong view of what good leadership is
• Demonstrated ability to create breakthrough executive development programs (i.e. has the desire to see executive development as an FMI competitive differentiator)
• Demonstrates strong executive presence (i.e. can quickly gain credibility and respect from senior leaders)
• High degree of interpersonal and relationship building skills to engage and influence key stakeholders and gain alignment across Functions; expertise in forging global partnerships and creating informal networks based on trust and credibility
• Well-versed in leveraging technology for the benefit of executive assessment and development initiatives
• Highly collaborative, respectful of peers’ expertise and willing to align own projects, timelines and outcomes with related efforts
• Possesses a credible network of external expert leadership development resources (from colleagues to vendors) to draw upon for effective practices, content and processes for applying within FMI
• Understanding of HIPAA and importance of privacy of patient data
• Commitment to reflect and act on FMI’s values: passion, patients, innovation and collaboration in combination with total embracement of diversity, equity and inclusion philosophies
Internal applicants, please use your FMI email address.