The posting
Role Summary
At T. Rowe Price, we are seeking a leader for the newly created position of Director, Talent Management and Organizational Effectiveness. Reporting to the head of Talent, the Director, Talent Management and Organizational Effectiveness will be responsible for innovative talent management, which includes deepening existing performance and talent management frameworks, driving our listening strategy with a focus on enhancing the employee experience and bringing new approaches to foster organizational adoption as the firm grows organically and adapts to industry changes.
Areas of responsibility for this role include talent management: talent identification and succession planning; organizational development: strategic change and systemic team effectiveness; performance management and employee sentiment. To be successful, diversity equity and inclusion principles and outcomes must be woven throughout.
The ideal candidate for this position is a leader who thinks strategically with a bias for action, inspires others to drive change, builds relationships at all levels often through compelling data-driven stories, drives results both on their own and through others, and uses metrics to hold themselves and their teams accountable. In our culture and on the talent lead team, partnership is essential to the effectiveness of the role. This leader will listen, influence and partner with business leaders, HR Business Partners (HRBPs), DEI, the talent leadership team and other HR partners to effectively deliver a comprehensive strategy enabling the organization to meet its talent goals.
Responsibilities:
- Drive global organizational and talent management strategies that are aligned to support the execution of our business strategy and priorities and our culture.
- Accountable for the ongoing evolution and execution of the Enterprise Talent Review process (i.e., talent identification and succession planning) with action-oriented outcomes that are shared across the relevant COEs and HRBPS.
- Responsible for the performance management process, making incremental improvements in the short term with the potential for redesign of that process over time.
- Continue the evolution of the feedback process, creating the strategy and plan to shift from event driven to real-time, while meeting business needs.
- Drive the newly created listening strategy across the organization, gaining business buy-in through effective planning and delivery of easily accessible data and actionable insights.
- Create and implement standardized change management and organizational development frameworks that can be deployed across the enterprise, upskilling HR Business Partners and building a high-performing team.
- Utilize data-driven approaches to business organizational effectiveness, measure impact, and make evidence-based recommendations.
- Ensure that Diversity, Equity & Inclusion is both an input and output to the talent management and organizational effectiveness processes.
- Shapes metrics and practices to measure the ongoing effectiveness and value to the business of the talent management and organizational effectiveness function.
- Stay abreast of latest trends /best practices in employee experience, change management, performance management and succession to apply internally as it aligns with the strategy.
- Drive a culture of continuous improvement by regularly evaluating the effectiveness of programs and interventions, seeking feedback, monitoring outcomes, and making iterative adjustments as needed.
- Consistently drive practical solutions that are adapted by the business and the HRBPs.
- Lead a team of diverse, talented employees by creating an inclusive environment, providing direction, delegating work, and removing obstacles.
Qualifications:
- Track record of increasing responsibility in talent management and / or organizational effectiveness successfully identifying strong leaders, successors and using data to drive the effectiveness of the organization.
- Proven experience in diagnosing organization capability requirements, outlining a strategy, and translating this into a practical execution plan.
- Commercial acumen with a natural curiosity to understand the business, building credibility.
- Ability to create order from ambiguity & willingness to roll up sleeves to directly solve problems.
- Possesses a pragmatic approach to talent management and organization effectiveness.
- High EQ and empathy with ability to balance people and business decisions.
- Data-driven individual who uses metrics to drive outcomes.
- Demonstrated experience with surveys, including global oversight.
- Demonstrated strong diagnostic, analytical, and quantitative skills with a demonstrated track record for translating data into guidance and plans.
- Ability to build followership in HR and the business by telling compelling, data-driven stories.
- Is an excellent and creative collaborator with the ability to grasp issues quickly and work on the right things at the right time.
- Experience building high-performing teams.
- Demonstrated track record of effectively driving change across the organization with established change management frameworks.
- Experience driving performance management philosophy and process across large populations.
- Experience in strengthening culture in organizations.
- Operates with a sense of urgency.
- Experience in weaving DEI into processes and outcomes.
- Proven thought leader who consistently educates themselves and the team on latest thinking and advances, external trends, and competitor analysis.
- Proven track record of effectively managing vendors, including within budget and on-time, quality deliverables.
- Driven by principles of integrity, fairness, and discretion, maintaining confidentiality as needed.
We understand that many candidates will not meet each desired qualification. If you have some of the skills & experience but not all and you think you can add value to the role, please apply so we can learn more about you. Experience comes in many forms, skills are transferable, and passion goes a long way.
FINRA Requirements
FINRA licenses are not required and will not be supported for this role.
Work Flexibility
This role is eligible for remote work up to two days a week.
