Senior Director-Global Talent Enablement

Job Description

As an S&C Electric team member, you’ll work on projects that have real-world impact. You’ll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We’re big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively.

Join S&C to make an impact on tomorrow’s energy challenges and become an employee-owner

Hours

• 8:00 am – 5:00 pm (Mon-Fri) On-Site with Hybrid Flexibility

Compensation

At S&C, we are dedicated to providing competitive and equitable compensation for all our team members, and we are committed to transparency in our pay practices. The estimated annual base salary range for this position is $205,843 - $272,739.06. Individual pay within this salary range is determined by several compensable factors, including performance, knowledge, job-related skills and experience, and relevant education or training. This role is also eligible for S&C’s annual incentive plan (AIP), subject to eligibility criteria.

Join Our Team as Senior Director-Global Talent Enablement!

Are you passionate about Global Talent Enablement? S&C Electric Company is seeking a dynamic individual to join our Global Human Resources department. As a Senior Director-Global Talent Enablement, you’ll be crucial in ensuring smooth operations and supporting our diverse team.

The Talent Enablement department is responsible for developing, implementing and sustaining S&C's global talent management ecosystem designed to facilitate organizational, professional and career development in support of S&C's strategic objectives and competitive advantage in the market.

The Senior Director-Global Talent Enablement is responsible for leading the assessment of global organizational talent needs and developing and implementing global talent enablement, programs and processes that make robust talent pipelines, strengthen essential strategic capability and drive high performance. The Senior Director-Global Talent Enablement partners with Human Resources and business leaders to address talent gaps, acting as a thought leader, consultant, and project manager to develop a learning and high-performance culture at S&C. The role leads a team of skilled learning and development and organizational development professionals, providing day-to-day direction on delivering talent programs and strategic projects.

Key Responsibilities

• Global Strategy Deployment: Assess the current state and identify high-priority L&D evolution requirements. Develop and articulate global talent management and organizational development strategies, initiatives and programs aligned with S&C's overall business goals and objectives. Design and deploy scalable, highly impactful and sought-after development programs and experiences that ensure a strong talent pipeline. Determine and deploy best-in-class technology for Learning Management Systems to meet organizational needs and provide valuable data and insight. Regularly assess learning programs' effectiveness, ROI, and impact with a continuous improvement mindset; quickly solve, innovate and pivot to achieve success. Scale the L&D function in alignment with company growth and business needs. Address the development needs related to onboarding, leadership transformation and performance management.
• Budget Management: Develop and manage the global talent enablement budget, ensuring accuracy and appropriate allocation of resources to maximize ROI and achieve departmental strategies and objectives.
• Talent Marketplace: Oversee and evolve S&C's skill/competency frameworks to support a global talent marketplace that fulfills company growth and business needs. Oversee the Career Framework program in support of leadership and human development across the professional workforce, enhancement of internal equity, performance, recruitment and retention efforts. Design and implement initiatives to support the Work Element program focused on growing our flexibility, workforce proficiency, leadership engagement, performance assessments and hourly succession planning.
• Training & Development:  Oversee the identification of training needs and create strategic solutions for improving company operational readiness, functional resiliency and flexibility. Lead the learning and development team in developing infrastructure that establishes standardized methods and procedures for request, development, delivery, evaluation, measurement and reporting. Evolve and optimize the design and implementation of training programs that align with organizational goals and individual career paths.
• Change Management:  Develop a practical approach to leading change and support department-wide, large-scale initiatives through change management interventions.
• Leadership Development: Oversee leadership development programs for emerging, first-time, experienced and high-potential leaders. Evolve and optimize leadership development programs (content, delivery format, etc.) based on leadership effectiveness data and feedback, consistent with S&C's strategic objectives and long-term leadership development/succession needs. Align corporate approach on executive coaching and leadership assessment methodologies and tools for implementation and measurement. Act as a though leaders on the assessment and reinforcement of expected behaviors of our leaders.
• Career Development:  Oversee and structure processes and programs that support the career development of S&C team members. Leverage our Human Capital Management (HCM) system to design and deploy development functionality, including development planning, identification of top talent and talent pipelines. Promote internal career development and design programs that provide exposure and experiences to team members who want to grow their careers, e.g., illustration of possible career paths in various functions, rotation/shadowing programs, and coaching and mentoring programs. Partner with talent acquisition to design career programs suitable for early career professionals.
• Succession Planning & Leadership Pipeline: Develop and support global succession planning and calibration processes for S&C. Partner with HR leadership to deploy and implement a performance and talent management strategy by function, including succession planning of critical roles. Direct the vision, creation and implementation of end-to-end leadership and high-potential development programs. Develop a talent assessment methodology and use the results of talent assessments to identify and fill critical skill gaps and identify employee readiness and retention risks.
• Leadership & People Management: Lead, inspire and develop a high-performing team. role model appropriate and professional workplace behaviors, address/mediate conflicts to restore harmony and support a positive, healthy, and inclusive workplace culture in accordance with S&C's mission, vision, values and guiding principles. Manage departmental administrative team member processes, including but not limited to recruitment, induction, vacation management, performance reviews, performance improvement plans and workforce/succession planning. Proactively establish, monitor and hold team members accountable to clear responsibilities and accountabilities; provide ongoing performance feedback, both positive and developmental; address performance gaps in a timely manner; recognize and reward achievements and initiate decisions for corrective actions and terminations where required. Champion a culture of growth and development, investing in the professional advancement of team members through tailored training, mentorship and coaching initiatives designed to cultivate expertise and leadership potential.
• Executive Leadership Support: Act as a trusted partner and advisor to the CHRO, working closely with them on developing the greater human capital strategy of the organization. Collaborate closely to build business cases that will provide recommendations to the highest ranks of the organization.
• Thought Leadership: Provide thought leadership and direction to the training team responsible for executing leadership development programs, training programs and training initiatives to improve overall organizational effectiveness, performance and retention of internal talent.
• Compliance: Understand and comply with all applicable company policies and rules.

Additional Functions

• Attend in-person or virtual meetings as requested or required.
• Communicate effectively and respectfully with others.
• Other responsibilities as defined.

Required

What you’ll Need To Succeed:

• Bachelor's Degree in Human Resources, Management, Education, Psychology or equivalent field.
• Demonstrated success in the development of global strategy, program design and implementation/operationalization and scaling of talent management initiatives across an international and multi-site organization
• Track record of translating strategy into action, delivering sustainable business results through best-in-class people practices.
• Excellent leadership skills with an ability to lead, guide, motivate and delegate to deliver results, build teams and capabilities, embrace change, drive decisions and results, embrace culture and inclusion and exhibit integrity.
• Strong organizational, planning, and project management skills, coordinating internal and external resources, creative problem-solving when obstacles arise, and juggling a heavy volume of diverse projects, including both strategic and tactical assignments.
• Exceptional interpersonal skills to establish meaningful relationships built on mutual trust and respect, navigate and resolve conflict, moderate behaviors and foster collaborative working relationships amongst a diverse audience.
• Excellent communication skills, (written, verbal, listening and presentation) able to liaise with internal and external stakeholders at all levels from senior executives to support staff and present compellingly to achieve buy-in from executives, managers and team members.
• Excellent business acumen and analytical skills with the ability to use and analyze data to drive informed decisions, problem-solve complex issues and leverage data and learnings to drive continuous improvement.
• Sound financial acumen and numerical ability to manage budgetary resources to maximum effectiveness.
• Skilled at navigating through ambiguity and leading teams and organizations through change.
• Strong knowledge of adult learning principles and innovative approaches to learning delivery.
• Proven success partnering across HR and global functional teams, creating effective partnerships at all levels and collaborating at a broad strategic level.
• Demonstrated expertise in building (designing, delivering and driving engagement) competency framework and career matrices.
• Talent enablement perspective rooted in diversity, equity and inclusion and prioritizes the employee experience.
• Ability to travel as required.

Preferred

• Master's Degree in Human Resources Management, Organizational Development or equivalent field.
• Society for Human Resource Management (SHRM), Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR) or equivalent.
• Experience working in a manufacturing environment.

Sitting

Frequently required to remain in a stationary position and perform desk-based tasks.

Walking

Frequently required to walk moderate distances across the S&C campus.

Manual Dexterity

Occasionally required to use hand-eye coordination to control both hands and arms for a full range of motion to operate office productivity equipment.

Ascending / Descending

Occasionally ascending or descending stairs.

Observation / Eyesight

Occasionally required to observe details at close range including depth perception, peripheral vision, and the ability to differentiate between colors.

Communication

Continuously required to talk and hear or otherwise effectively communicate, in person and by phone/conference calls.

Travel

Occasionally required to travel and work extended hours when necessary. Required to travel overnight. Required to travel internationally.

S&C Electric is committed to equal-opportunity employment. All employees and applicants will be considered without regard to age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law. If you are an individual with a disability and need an accommodation to complete the application, please email us at [email protected] .

No fixed deadline

About Us

In 1909, S&C Electric Company transformed the delivery of safe, reliable electricity with the invention of the Liquid Power Fuse. Today, as the world faces extreme weather events and the demand for electricity grows, S&C continues to innovate and advance the electrical grid, ensuring reliable and resilient power for homes, communities, and critical infrastructure around the world.

With a diverse, global workforce and core values around integrity, safety, and quality, S&C is a trusted industry leader and top workplace that offers meaningful careers to more than 3,500 team members. As a people-first organization, S&C is committed to fostering an inclusive and collaborative workplace where team members advance their careers through robust talent-development programs and involved leadership.

S&C’s deeply rooted belief diversity fosters greater creativity, innovation, and success guides the company to advance and sustain a diverse, equitable, and inclusive workplace culture.

S&C provides a comprehensive and competitive benefit package that includes the following (eligibility requirements apply):

• Health and Welfare Benefits: Medical & Prescription, Dental, Vision, Health Care and Dependent Care Flexible Spending Accounts, , Health Savings Account (HSA), Group Life Insurance, optional Supplemental Life and AD&D Insurance, Wellbeing Resources including Employee Assistance Program and Family Forming Benefits (i.e., Adoption and Fertility support)
• Leave Benefits: Vacation Time, Sick Time, Paid Holidays and Company Shutdown days, Short-Term Disability, Long-Term Disability, Other Leaves, Paid Parental Time and Military Leave

Retirement Benefits: 401(k) Retirement Savings and Employee Stock Ownership Plan (KSOP) offering traditional and Roth 401(k) options and an Employee Stock Ownership Plan (ESOP) component; KSOP participants can receive annual ESOP company contributions of over 11% of eligible earnings (3% Core, up to 3.5% Match, Variable Periodic).

About The Team

On the (Admin, HR, General Management, Strategy, IT, F&A, HSE, S&L) team, we are responsible for several core business functions and collaborate with departments across S&C to collectively achieve S&C's mission. We are key players in facilitating how S&C provides long-term value to our employee owners. Always focused on the big picture of revolutionizing the energy sector, we take pride in the impact we have on S&C by empowering our team members to succeed.