Organization & Talent Development Manager
Caterpillar

Job Info

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Career Area:
Human Resources
Job Description:

Your Work Shapes the World at Caterpillar Inc.

When you join Caterpillar, you're joining a global team who cares not just about the work we do - but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here - we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.

Your Work Shapes the World

Do the work that matters at Caterpillar. With a nearly century-long legacy of quality and innovation and 150 locations in countries around the world, your impact spans the globe. When you join Caterpillar, you are joining a team of makers, innovators and doers who help our customers build a better, more sustainable world.

This role gives you the opportunity to partner with a diverse workforce across all continents in a fast paced and changing environment. Every day you can positively influence and impact the culture, business, and success of employees and the division. And as a bonus, you will work with a successful, fun, and strategic group of HR and communications team members who take a solutions-based approach and focus on teamwork.

Job Description

As the Senior Manager Talent Management in Caterpillar's Resource Industries Operations & Products Division, you lead a team of HR professionals providing strategic talent, development, succession planning and culture solutions across the globe to support business strategies. You are a trusted adviser to the Sr. Vice President, Product and Operations Vice Presidents, the HR Director and CFO as you provide innovative and tailored talent and development solutions.

You play a key role in ensuring the success of the team today, and the future by leading the global talent management process, employee experience and organizational capability building processes. You are a thought leader for talent management programs and technology, providing advice and support to business and HR leaders, addressing talent management related questions and requests. In addition, you lead change management initiatives association with talent management, employee and leader development and creating a positive employee experience.

What You Will Do:

• Lead team of training and development professionals to collaborate effectively with other Centers of Excellence and serve as thought leaders to the business.
• Collaborate with management as a strategic advisor helping identify and prioritize training and development initiatives that align with the organization's strategic goals and objectives.
• Partner closely with facility leadership on the strategic design and deployment of operations training.
• Design, implement, and manage comprehensive talent programs aimed to develop and retain talent, leveraging enterprise standards and tailoring them to fit unique operational needs.
• Assist management in evaluating the effectiveness of the organization's talent practices and recommending improvement opportunities.
• Evaluate existing curriculum or learning solutions and recommending appropriate approaches for improving the quality, cost, and value of development programs.
• Implement programs with efficient use of resources, including working with vendors and technology solutions, to achieve learning goals aligned to business objectives.

What You Have:

• Planning & Project Management: Creating and implementing a strategy for supporting current and future talent needs based on business needs while also leading the execution of the agreed upon timelines. Ensuring stakeholder awareness and approvals are gained appropriately.
• Communicating Complex Concepts: Quickly grasps complex ideas and details with the ability to summarize and simplify in a simple, understandable language appropriate to the audience(s).
• Influencing: Leads and presents collaborative proposals that persuasively influence decision makers. Delivers well-received presentations of cost, benefits, risks, and other consideration. Advises on techniques to build rapport and commitment to common purpose. Achieves influence and impact even when holding a position contrary to the majority.
• Initiative: Chooses to go beyond what's expected of the role without being asked. Proceeds without seeking unnecessary permissions while keeping stakeholders properly updated with progress.
• Interpersonal Relationships: Seeks out what is common in conflicting points of view. Establishes, influences, and maintains credibility with key individuals inside and outside own group and earns their respect.
• Influencing: Defines strategies and plans for influencing multiple decision makers. Debates issues to bring the most critical points to the forefront for decision making. Gains acceptance of ideas and suggestions from senior business executives. Coaches others on effective influencing strategies and tactics. Influences high-impact, high-risk and highly complex situations. Influences at all levels of the organization.
• Coaching: Has proven expertise as a coach to others including setting proper goals with employees and holding them accountable; listening to employee needs, concerns and providing encouragement and support. Also organizing coaching sessions effectively, providing constructive feedback and demonstrating interest in the employee's progress.
• Managing Multiple Priorities: Clarifies and manages multiple concurrent and diverse activities. Shifts focus among several efforts as required by changing priorities. Addresses potential conflicts that impact current delivery commitments. Works with or leads others to re-prioritize work and reschedule commitments, as necessary. Responds to shifting priorities while maintaining progress of regularly scheduled work demonstrates an expectation that there will be ongoing shifts in demands and priorities.
• Data Gathering and Reporting: Uses data and a fact-based approach when developing and presenting proposals. Prepares cost-benefit analyses of alternative approaches. Analyzes complex reports as revealed by the data. Teaches others the calculations necessary to capture data and develop more complex reports. Oversees multiple data-gathering and analysis initiatives. Participates in developing criteria for selecting data gathering and reporting tools and techniques for various projects. Reviews and verifies data and reports for accuracy. Uses the data to communicate a clear call to action or "so what" to audiences.
• Talent Transformation: Analyzes and anticipates critical workforce trends which help in shaping and executing business strategy. Assists leadership in the delivery of talent transformation services aligned with the defined strategic objectives. Participates in developing new methodologies that help identify hidden talent in the organization. Provides support to management in the implementation of change and digital transformation initiatives. Utilizes data collection and assessment tools for identifying future skills, capability gaps of the organization's workforce.
• Succession Planning: Builds strategic relationships between the succession planning department and other business units. Oversees the implementation of different succession planning projects within an organization. Supervises all employees and activities involved in succession planning projects. Assists in developing succession planning objectives in line with the organization's overall business objectives. Advises on improving the effectiveness of an organization's succession planning processes.
• Talent Management: Designs individual development plans for specific high-potential employees. Evaluates all talent initiatives and ensures smooth processes for talent management programs. Develops profiles of internal and external candidates who have management or leadership potential. Directs multiple talent management programs in diverse organizations. Coaches others on how to find opportunities for job rotation to expose talented individuals to new experiences.
• Training and Development: Develops targeted programs for divisional leadership development. Evaluates internal and external providers to identify the best supplements to the organization's already existing programs. Monitors employee progress in specialized programs to ensure that all program goals are met. Designs or selects programs that meet prioritized needs and allow for variety in learning styles. Coaches others on the use of live instruction and technology-based approaches for diverse groups. Consults on how and where to research training issues like tools, delivery methods and programs.

Additional Information:

• The primary location for this position is Peoria, IL
• Relocation is available for the ideal candidate
• Sponsorship is not available.
  

About Caterpillar

Caterpillar Inc. is the world's leading manufacturer of construction and mining equipment, off-highway diesel and natural gas engines, industrial gas turbines and diesel-electric locomotives. For nearly 100 years, we've been helping customers build a better, more sustainable world and are committed and contributing to a reduced-carbon future. Our innovative products and services, backed by our global dealer network, provide exceptional value that helps customers succeed.

Posting Dates:
November 18, 2024 - December 1, 2024
Any offer of employment is conditioned upon the successful completion of a drug screen.

EEO/AA Employer. All qualified individuals - Including minorities, females, veterans and individuals with disabilities - are encouraged to apply.

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