Senior Manager, Strategic Talent Elevation

Emploi pas sur LinkedIn

🕒 il y a 18 jours

🌲 Oregon – Distant

🌲 Oregon – Remote

⏰ Temps Plein

🟠 Senior

👔 Manager

👻 Score fantôme 25%

Ce que ça veut dire : la probabilité que cette offre reste ouverte sans recrutement actif.Comment le lire : 60 % ou plus, on pense que c'est une offre fantôme. Un score plus bas est moins inquiétant.Comment on la calcule : ancienneté, republications, postes ouverts vs taille de l'équipe, rapidité de clôture, et si le salaire est indiqué.À noter : une estimation à partir de données publiques, pas un jugement sur l'entreprise. De vraies offres peuvent avoir un score élevé, alors prenez-le comme un indice, pas comme un fait.

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Kindercare

Site WebLinkedInTous les Emplois

1 - 1 employés

🏥 Santé

🧘 Bien-être

Healthcare • Wellness

Kindercare est une pratique médicale axée sur l'identification et le traitement des facteurs contribuant aux problèmes de santé liés aux allergies, à l'état nutritionnel et aux influences environnementales. Elle vise à corriger ces problèmes lorsque cela est possible en utilisant des stratégies d'évitement, une supplémentation nutritionnelle, des changements de mode de vie et d'autres modalités thérapeutiques.

Description

• Co-own enterprise talent strategy with the VP, Talent Strategy & Elevation • Architect philosophy, governance, frameworks, and multi-year roadmap for talent management • Operationalize performance management, talent reviews, succession, pipeline, workforce planning, and organizational effectiveness programs • Design calibration philosophy, succession methodology, performance differentiation, and segmentation criteria • Own enterprise talent calendars, toolkits, launch governance, readiness checks, analytics, and follow-through • Build annual calibration processes and manager toolkits • Govern PIP and coaching standards across brands • Own performance outcomes analytics and maintain HRIS talent modules • Architect talent review processes, assessment frameworks, readiness ratings, and talent segmentation • Define high-potential identification criteria, program efficacy metrics, and success measures • Build succession planning methodology and critical-role succession plans • Drive internal mobility strategy, career pathing frameworks, and cross-brand mobility • Connect succession depth, skills gap analysis, and readiness data to workforce planning • Partner on organizational effectiveness diagnostics and people-program efficacy measurement • Lead program launch governance and report metrics to the VP and CHRO • Travel regularly to centers and field sites to learn brand nuances and build relationships with field leaders

🎯 Exigences

• 8+ years of progressive HR experience • At least 3 years owning or co-owning enterprise-level talent management programs and leading a team • Proven experience architecting talent review, succession, and performance systems from the ground up • Experience inside a large, distributed organization; 10,000+ employees strongly preferred • Developed talent philosophy and ability to contribute to strategy conversations with senior stakeholders • Exceptional operational discipline, including building calendars, designing toolkits, tracking milestones, and follow-up • Skilled in facilitation, stakeholder management, executive presence, and influencing without authority in a matrixed environment • Strong collaborative instincts with L&D, HR Operations, and HRBP partners • Strong data orientation and ability to build narratives from talent outcomes data • Workday Talent or equivalent HRIS experience required • Genuine desire to visit centers, learn brands, and build relationships beyond the corporate center • Comfortable with periodic travel for program delivery • Ability to travel up to 25%

🏖️ Avantages

• Discounted child care benefits • Medical, dental, and vision benefits for employees’ families and pets • Employee assistance programs • Health and wellness programs • Paid time off • Discounts for work necessities, such as cell phones