| Location | Chester, CT |
Description: Duties and ResponsibilitiesEnterprise Talent Strategy and Workforce PlanningDevelop and execute an enterprise talent strategy aligned with Whelens business and workforce priorities.Connect workforce planning talent acquisition learning performance succession career development and internal mobility into an integrated talent agenda.Lead workforce planning frameworks and processes partnering with HR Business Partners and leaders to identify future capability capacity and critical-role needs.Translate workforce needs into priorities for recruiting development succession and learning.Lead enterprise talent reviews focused on performance potential readiness mobility and talent risk.Help operationalize Whelens job architecture as a foundation for career paths internal mobility development succession workforce planning and talent acquisition.Build and continuously improve the Talent Management operating model governance tools measures and roadmap.Learning & Development Strategy and LeadershipLead Whelens Learning & Development function setting strategy priorities expectations and measures for the L&D team.Own the enterprise L&D strategy and annual plan aligning learning investments to business priorities and workforce capability needs.Ensure delivery of Whelens key learning commitments including leadership development career development compliance learning and other priority capability-building programs.Provide strategic leadership for Whelen University and the broader learning ecosystem.Partner with HR Business Partners and business leaders to identify capability gaps and prioritize learning solutions.Oversee the learning portfolio while empowering the L&D team to manage program design and day-to-day delivery.Connect learning to performance management career pathways job architecture succession internal mobility and leadership development.Oversee learning technology content vendors and external partners including effective use of Workday Learning.Measure participation effectiveness capability development behavior change and business impact and adjust investments accordingly.Coach and develop the L&D team and evolve the capability as business needs change.Performance Management Strategy and FrameworkOwn Whelens enterprise performance management philosophy framework standards and cycle design.Connect performance management to development career growth succession recognition and other talent programs.Partner with HR Operations and HR Business Partners to translate the framework into Workday processes communications reporting and manager guidance.Equip HR Business Partners to advise leaders throughout goal setting feedback reviews development planning and performance improvement.Use performance data and feedback to identify talent priorities and continuously improve the process.Succession Planning and Leadership DevelopmentDesign and govern succession planning for leadership critical and hard-to-replace roles.Facilitate enterprise talent and succession reviews in partnership with HR Business Partners.Identify high-potential and high-impact talent and translate reviews into development mobility and retention actions.Lead the strategy for leadership development and ensure programs address Whelens current and future leadership needs.Use job architecture and career pathways to strengthen succession pipelines and clarify development paths.Monitor bench strength readiness mobility and talent risk.Employee Development and Career GrowthEstablish enterprise approaches to career development internal mobility and employee growth.Operationalize Whelens job architecture and Career Pathways as practical tools employees and leaders can use to understand roles career opportunities skills and development needs.Connect career pathways to learning performance succession recruiting and internal mobility.Partner with HR Business Partners and leaders to identify development opportunities for individuals and teams.Promote a culture of continuous learning and career growth.Talent Assessment and AnalyticsUse talent data workforce analytics and assessment tools to improve talent decisions.Establish measures across workforce planning performance succession mobility leadership development and learning.Provide HR and business leaders with clear insights on talent trends risks and priorities.Measure the effectiveness of talent and learning programs and recommend improvements.Organizational EffectivenessProvide talent and capability expertise to organizational design change and business transformation initiatives.Partner with HR Business Partners to identify recurring workforce capability engagement and performance needs.Use job architecture talent data and workforce insights to strengthen organizational capability and clarify development priorities.Partner with the Manager Total Rewards to connect career architecture talent practices and rewards programs where appropriate.Leadership and CollaborationServe as Whelens enterprise leader for Talent Management and Learning & Development accountable for strategy team effectiveness execution and outcomes.Lead coach and develop the L&D team.Provide enterprise talent frameworks tools analytics and specialized expertise to the HR organization.Partner closely with HR Business Partners who remain the primary relationship owners and business-facing delivery partners.Equip HR Business Partners with the tools and expertise needed to deliver talent programs and incorporate business feedback into enterprise design.Engage directly with leaders in coordination with the relevant HR Business Partner when specialized talent expertise or enterprise facilitation is needed.Serve as a core member of the HR Leadership Team and contribute to Whelens broader people strategy.All Employees ShallComply with the EH&S Policy and applicable regulatory and company EH&S rules and requirementsReport to supervision conditions or practices that are either unsafe or that may adversely impact the environment to ensure prompt resolution of potential hazardsAttend scheduled EH&S training programActively support the organizations efforts to meet or exceed EH&S goals and plansRecommend improved EH&S practicesMust be able to communicate effectively with co-workers supervisors and third parties. This ability to communicate requires the employee to be conversant in English as the majority of our workforce and the third parties that we encounter only speak English.The incumbent is responsible for complying with the policies in Whelens Employee Handbook."Whelen Engineering is an equal opportunity employer and does not discriminate against any employee or applicant for employment based on race color religion national origin age gender sex ancestry citizenship status mental or physical disability genetic information sexual orientation veteran status or military status.This Job Description is to serve as a guide. It is intended to be flexible and will continue to evolve over time with business needs and demands and may be updated periodically and at the Companys discretion.Nothing in this position description changes or is intended to change the employment at-will relationship with the Company. Employment at-will means that an employee or the Company may terminate the employment relationship at any time for any reason or no reason at all with or without notice.Education and Experience 5 years of progressive experience in talent management Learning & Development organizational development or related HR disciplines including experience in a strategic or leadership capacity.Experience leading or providing significant oversight of an L&D function team or enterprise learning portfolio.Experience translating business and workforce needs into learning development and talent priorities.Demonstrated ability to set strategy lead through others and create accountability for execution and outcomes.Experience across multiple talent disciplines such as workforce planning succession performance management leadership development career development talent acquisition or organizational effectiveness.Experience implementing or operationalizing job architecture career frameworks or related talent infrastructure.Strong understanding of talent acquisition strategy sourcing vendor management and recruiting process improvement.Experience working across HR Business Partners centers of expertise and HR Operations or shared services.Strong executive presence facilitation coaching analytical change management and stakeholder management skills.Experience managing and developing direct reports.PreferredExperience in a manufacturing engineering or industrial environment.Experience with Workday Learning Talent or comparable platforms.Experience managing learning ovendors and service-level expectations.Experience with curriculum strategy leadership development or enterprise capability-building programs.Relevant SHRM HRCI coaching talent assessment L&D or organizational development credentials.