Global Human Resources Sr Talent Management Program Leader
MultiColor Corporation

Job Info

---

Multi-Color is one of the largest and most awarded label companies in the world, servicing segments such as Home & Personal Care, Food & Beverage, Wine & Spirits and Consumer Durables. A true global leader, our state-of-the-art facilities operate in over 26 countries.

Our 10,000+ employees are guided by our core values: Integrity, Passion, Creativity, Perseverance and Achievement. These values constantly guide our interactions and decision making at Multi-Color!

Join us today!

Summary

The Sr. Talent Management Program Leader will drive the organization's Talent Management strategy in partnership with the Director, Global Talent Management. This thought leader will partner with the business to build Talent Management programs, policies, tools and standard workin alignment with MCC's business objectives, strategic growth initiatives and transformation.

Leadership

This position will be successful by utilizing effective influencing and team collaboration skills to work with others in human resources, COEs, business leaders and a variety of third-party vendors to increase leadership and individual effectiveness. Will lead special and cross-functionalproject teams.

Key Responsibilities

· Conducts talent assessments, deep-dive into assessment results, debrief results and provide consultative input into action plans. Provide developmental support and coaching to leaders at various levels.

· Creates and maintains succession and talentplanning results, talent moves, action plans and follow up on commitments.

· Establishes, measures and reports on key metrics and performs talent analytics review to provide insights into program opportunities.

· Consults with business leaders around talent management initiatives (e.g. assessing business strategies/challenges, identifying talent implications, and suggest targeted plans/actions).

• Leads on-going cyclical program management for initiative(s) that includes research/benchmarking, design, implementation, change management, communications, and evaluation.

Required Skills and Abilities:

· Adept at creating engaging presentations, communication materials with a variety of multimedia platforms and methods.

· Good conceptual and critical analytical capabilities to assess talent strengths and opportunities, provide recommendations for development areas that address current and future growth needs.

· Establish, foster and maintain highly collaborative working relationships with strategic partners.

· Strong time management skills with a proven ability to prioritize and meet deadlines.

Education & Experience:

· Bachelor's degree in Human Resources, Business, Organization Management, or equivalent experience in a related field

· 5-7 years of experience supporting full-cycle Talent Management function including experience coaching executive leaders

· Experience in global programs known for strong HR practices

· Ability to gather, share and leverage data to make decisions

· Relate to senior leaders in the organization

· Proficient in the Microsoft Office Suite and experience in HRIS/HCM application (DayForce / Ceridian, preferred)

Physical Requirements:

· Willing to travel domestically or internationally, as required (less than 20%)

· Ability to work under stress and with multiple competing priority and minimal supervision

· Prolonged periods sitting at a desk and working on a computer

If you need special assistance or an accommodation in applying, please contact our Human Resources Department at recruiting@mcclabel.com.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c).

This job has expired.