Sr. Manager - Talent Management - Secaucus or Virtual with Travel in Secaucus, NJ at Quest Diagnostics

Date Posted: 7/31/2019

Job Snapshot

Job Description

Look for more than answers.  Patients and Physicians rely on our diagnostic testing, information and services to help them make better healthcare decisions. These are often serious decisions with far reaching consequences, and require sensitivity, tact and a clear dedication to service. It’s about providing clarity and hope.

You will work for the world leader in the industry, with a career where you can expand your skills and knowledge. You’ll have a role where you can act with professionalism, you can inspire colleagues, and you can care about the work we do and the people we serve.

At Quest, we are on a continuous journey of discovery and development. It’s this attitude that has made us an industry leader and the #1 Diagnostic Lab in the US. For those joining us, we offer exciting and fast moving career opportunities where you can affect change at a rate unheard of in many organizations of our size and scope. While we invest in and develop technology to drive our innovations, our ongoing success relies on our people.

Basic Purpose:
The Senior Manager, Talent Management has strategic responsibility for the design, implementation, and execution of the company’s talent management strategies.  This role is responsible for identifying and designing programs and processes to ensure a deep and diverse talent pipeline: assessment, development, engagement, and retention. The incumbent is responsible for designing and implementing talent management solutions and processes to develop, promote, engage and retain the organization’s key talent across the organization. 
Duties and Responsibilities:
•Conduct needs assessments, across the business, to determine key priorities to feed Talent Management strategies; socialize strategy with HR business partners, HR COEs and line leaders and develop a phased implementation plan for execution of the strategy.
•Develop and oversee processes, programs and tools to support the talent management strategy, which includes talent review, development planning using Individual Development Plans (IDPs), succession planning, high potential development programs, competency modeling and career pathing.  
•Manage the annual enterprise-wide Leadership/Talent Review process in partnership with the Sr. Director, Talent Management and HR business partners. Support leaders and HR business partners through consultation on best practices, resources and tools to assess and identify high potential talent and successors across different levels of readiness and accelerate development of key talent. 
•Drive adoption of core processes and programs; ensure consistency in use through training and coaching, effective communication plans, procedures for implementation, and improvement recommendations.
•Partner with Leadership and/or Learning and Development on the creation of custom, fit-for-purpose in-person and virtual trainings to build skillsets of managers in areas such as feedback delivery, assessing high potentials, coaching, creating robust development plans, etc.
•Provide ongoing consultation to HR business partners and line leaders; make recommendations around performance improvement, development acceleration, individual assessments for development planning, etc.  
•Manage talent and succession metrics through partnership with HR Analytics; provide data to senior leadership, as requested, to demonstrate impact and effectiveness of the company’s investment in talent development. 
•Measure and monitor the effectiveness of talent management programs to ensure investments are delivering value to the company, utilizing industry data, trends and benchmarks to facilitate continuous improvement and effectiveness.
•Seek opportunities to link talent management processes with other key HR processes including leadership and pivotal talent development – e.g. mentoring, coaching, 360 feedback, recognition, etc.
•Consult to line leaders and HR business partners on the creation of business/function-level high potential development; manage cross-functional high potential leadership development programs including a range of experiences, exposure opportunities and formal education. 
•Develop and manage talent metrics and scorecard reporting for talent management work, in partnership with the HR Analytics team, included in the HR plan with a focus on demonstrating the business impact of talent initiatives. 
•Identify and oversee individual-level assessments that are used for development planning and performance management. 

Supervisory Responsibilities     
This position has no direct reports.

Education and Experience
•Bachelor’s Degree is required; Master’s Degree in organizational behavior or psychology, industrial/organizational psychology or adult learning strongly preferred
•7-10 years of experience in an Organizational Effectiveness or HR business partner role. 
•Knowledge and experience with most current thinking in the field of organization psychology, leadership development and organization development.
•Experience in the direct development and implementation of proven talent management methodologies that drive high performance.
•Ability to navigate through complexity and establish priorities in an often ambiguous environment.
•Strong written and verbal communication and interpersonal skills to include: demonstrated ability to communicate complex issues succinctly; create and conduct effective presentations; experience building strong client relationships while exercising influence to achieve desired results.
•Limited travel required (5-10%).

•Exceptional process management orientation and systems thinking capability.
•Stays current with best practices in talent and performance management.
•Strong HR analytics and problem solving skills.
•Ability to learn quickly and assimilate complex information.
•Proven track record of working with senior leadership; demonstrating maturity and interpersonal savvy.
•Strong consulting experience and skills that include the capability to quickly identify and develop improvement opportunities and build the trust and confidence of business and HR leaders and managers in delivering solutions/results.

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