Regional Talent Manager II

Responsibilities

Job Summary: Responsible for developing actionable strategies and solutions aligned with talent management goals to achieve specific operational and financial outcomes. Responsible for development of Partners through execution of initiatives and programs.

Key Responsibilities & Essential Functions

• Supports the Region / business units composed of multiple client groups / facilities
• Cultivates and maintains a productive business partner relationship with client group(s) providing expertise and guidance
• Exercises confidentiality and demonstrates a strong, neutral Human Resources perspective in all interactions
• Executes strategy on Partner development and advancement opportunities
• Collaborate with corporate and regional leadership team to ensure training activities are aligned with business strategy
• Responsible for training and development administration, record keeping and data integrity
• Manages budget and tracking of all training processes in region
• Awareness of emerging technology; current industry knowledge in training and development technology
• Promotes high professional standards, positive interpersonal relations, and a problem-solving approach in all situations
• Handles advanced, diversified, and confidential HR functions exercising
• judgment within generally defined procedures and practices to determine appropriate action
• Collaborates with Partners and Management to communicate HR policies, talent initiatives, procedures, laws, standards, and government regulations.
• Attracts, selects, develops and retains top talent
• Manages Partner relations activities for client group; trainers, training program Partners
• Facilitates / provides corporate training, management / leadership programs, certification programs, compliance
• Integrates information from various sources to gain a broad understanding of issues
• Gathers, develops, and interprets complex data and makes recommendations on appropriate actions for the client group(s)
• Influences the development of business strategies by participating in cross-functional projects / programs
• Designs and recommends changes to current programs, processes, and policies
• Participates in H-E-B Assessment Center as a role player
  
  

The responsibilities and essential functions outlined above describe the general nature and level of work assigned to this position. This is not an exhaustive list of all duties, responsibilities, and skills required. Duties and responsibilities may be modified at any time based on business needs. Employees may be required to perform other job-related tasks as requested by their supervisor, subject to reasonable accommodations.

Qualifications & Key Requirements

Education and Experience preferred

• A related degree or comparable formal training, certification, or work experience
• 6+ years of experience
• 6+ years of experience in HR
• Experience in HRIS
• PHR / HCI or talent management certification (preferred)
• Key Competencies preferred
• Working knowledge and expertise in business operations
• Working knowledge and expertise in Human Resources
• and Talent Management
• Advanced negotiation and influencing skills
• Advanced PC skills, including MS Office (Word, Excel,
• PowerPoint, Access, Outlook) and software / applications
• (e.g., PeopleSoft, HRIS, Kenexa, etc.) required by the job
• Strong communication and presentation skills
• Ability to work in a team environment
• Ability to work complex issues with senior management
• A related degree or comparable formal training, certification, or work experience -
  
  

Licenses/Certifications

• PHR / HCI -
• talent management certification -
  
  

Physical Demands & Working Conditions

• Function in a fast-paced, retail, office environment
• Travel by car or plane with overnight stays
• Work extended hours
• Occasionally lift 20 lbs or more
  
  

The work environment characteristics described here are representative of those a Partner encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Last revised: 6/1/2013