• Manager, Talent Management

    Job Locations US-TX-Irving
    Posted Date 3 weeks ago(11/29/2018 1:48 PM)
    ID
    2018-51103
    Category
    Human Resources
  • Overview

    A 7-Eleven, we are making some serious moves to digitally transform into a store of the future. With “Scan & Pay” technology, home delivery applications, e-commerce solutions, and the application of artificial intelligence to anticipate customer needs, we are well positioned for continued growth and success.

     

    We’re growing – with over 66,000 stores worldwide! For 90 years, 7-Eleven has been successfully meeting customers’ needs. As we transform to integrate our stores globally with a strong digital and e-commerce presence, we are well positioned to meet—and exceed—our customers’ ever-changing needs well into the future. Sound like your kind of opportunity? Read on.

    Responsibilities

    This role is responsible for developing solutions focused on a broad range of talent management programs and initiatives to strengthen talent and maximize the success of our business. This includes but is not limited to Performance Management, Succession Planning, Talent Pool/Pipeline Management, Change Management, Human Resource Planning (HRP), Career Pathing, Talent Data Management, and Employee Engagement. This role will work effectively within complex/ambiguous situations, building trust-based partnerships with key business leaders/stakeholders and HR Business Partners to understand the business and deliver effective talent solutions. The successful candidate will possess a high level of persistence, adaptability, seasoned judgement, and the relational skills needed to work collaboratively within and across functions to drive meaningful process improvements, impact, and results.

    • Work with the Vice President of Talent Management, the Talent Management team, HRBPs, and key business stakeholders, to develop and lead talent management solutions, systems and processes needed to drive the success of the business.
    • Proactively build strong relationships, buy-in, alignment, and support from the key stakeholders needed to ensure well-executed solutions and results.
    • Apply talent management and systems expertise with a practical, “roll up your sleeves” approach to deliver solutions that exceed internal customer expectations.
    • Constantly raising the bar to innovate, simplify, and maximize the effectiveness of new or existing talent management systems and offerings.
    • Build and own talent solutions from scratch and upgrade existing offerings, managing project schedules, plans, tasks and assignments to deliver more integrated and well-executed solutions.
    • Designing/build systems to proactively manage movement/placement of internal talent, manage talent pools, and track talent pipelines, with emphasis on automating the collection and reporting of talent data to inform internal talent placement decisions.
    • Develop methods for measuring the overall effectiveness of Talent Management programs and systems.
    • Manage partnerships with external consultants and vendors, managing associated investments and budgets.
    • Model change leadership, pro-actively developing and driving effective change management methods/processes to increase the speed of adoption and of talent programs to “make them stick” across both Corporate (SSC) and Field talent pools.
    • Effectively anticipate and work through obstacles and resistance, communicating benefits and fostering the engagement in the programs and processes needed to strengthen our talent.

    Qualifications

    • Bachelor's degree in Business, HR, Organizational Development, or related field (with 7+ years in Talent Management, or closely related discipline.) Master’s degree is strongly preferred.
    • Proven ability to initiate, own, lead, manage, and execute effective talent management programs and deliverables on a national scale.
    • Strong working knowledge of talent management systems.
    • Must be results-oriented, highly accountable, with ability to prioritize effectively, and meet/exceed delivery deadlines with minimal supervision.
    • Strong leadership, influencing, teamwork, collaboration, courage, communication, strategic thinking, adaptability, organizational savvy, judgement, customer focus, bias for action, drive for results.
    • Expertise in Performance Management, Succession Planning, Change Management, Human Resource Planning (HRP), Talent Management Systems, Employee Engagement, Career Pathing, and Talent Pipeline Management.
    • A hands-on practical approach, translating complex problems into simple, realistic, solutions that exceed the expectations of our internal customers, and move the business forward.

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