TIAA - Lead - Talent & Learning

Role Summary:

Description:

- The Talent and Learning Lead is responsible for shaping and driving the organization's talent and learning strategy while aligning with business goals.

- This role involves understanding of enterprise strategy at both global & country level, consulting senior leaders/business stakeholders, identifying the business needs, developing and implementing solutions that enhance employee engagement, performance, career growth; while developing future leaders.

- The ideal candidate needs to demonstrate growth mindset, high learning agility, domain expertise, ability to lead strategic projects, collaborate with both global and in-country teams to co-create solutions with an impact.

- Also, a proven track record in talent management and L&D, with strong leadership and interpersonal skills to influence and inspire others with.

- This position will also foster relationships with global internal learning and talent management partners by establishing and maintaining exceptional business relationships and working collaboratively to drive talent, learning, transformation and other OD topics.

- In all, as a part of the enterprise strategy, the incumbent needs to partner with the business and HR Leaders to manage talent & culture as a lever to organizational transformation.

Key Duties and Responsibilities:

Talent Management, Performance Management, Learning & Development:

- Identify the critical areas to improve across the organization and launch initiatives/ programs to address the gaps

- Design, develop and implement talent management initiatives for the enterprise while aligning with the global framework, leveraging existing solutions, and bringing innovative practices to address unique business/ functional needs.

- Understand the talent management framework & cycle, ensure the talent management programs are aligned with our talent philosophy, framework and are seamlessly integrated with our support tools and practices with measurable outcomes

- Conduct Talent Assessments for the identified groups and partner with HR business partners/ business leaders to deliver on outcomes from assessments while having those integrated as a part of IDPs (Individual Development Plans)

- Lead the Individual Development Planning (IDP) processes for businesses; educate senior leaders on best practices and facilitates the overall implementation of career mapping of high potentials, emerging leaders and managers included in the succession plans

- Design, develop, initiate, and maintain effective programs for performance management, promotions, talent mapping, succession planning and ensure a comprehensive development plan is in place for the identified talent and successors with the right tracking mechanism

- Collaborate closely with business leaders, HR partners, internal/external stakeholders to lead country level initiatives, organizational transformation and ensure delivery excellence for a seamless employee experience

- Leverage knowledge and expertise to consult business/functions and help them identify the skill and competency gaps, develop strategies to address the talent and learning needs, have the right measurements in place to track progress and improvement

- Foster a learning culture in the organization by promoting anytime anywhere learning, and further creating high level of awareness on the digital learning assets, platforms, programs etc

- Ensure a clear communication strategy is in place for talent programs and portfolio that you manage. Moreover, create opportunities to partner with senior leaders in the organization to form learning networks/ councils to drive the talent and learning goals across the organization

- Lead efforts to integrate DEI principles into talent management and learning strategies to build a more inclusive workplace

- Acts in support of the Generation Leadership Development Programs by presenting, facilitating, and/or developing content or support materials for specified programs

- Enhance New Hire experience - Manage/design new hire orientation and onboarding experiences/boot camps for new hires (lateral and campus hires)

- Establish partnerships with internal services and third-party vendors to ensure effective service delivery

- Oversee the execution and delivery of Talent & Learning programs, ensure consistency, quality and effectiveness; while establishing key performance indicators (KPIs) and metrics to measure the impact of the training on employee performance, productivity and engagement.

- Define, allocate and manage the talent development & learning budget and make data driven recommendations to ensure the most effective allocation of resources and ROI

Expected Leadership Behaviors:

- Puts the client first: Uses client insights to drive and guide the development of the market/business strategy. Establishes a culture that champions simple, yet creative, ideas to serve clients. Creates structures and processes that enables teams to deliver with a client first mindset.

- Values our people: Creates a culture where others feel cared for, respected and supported. Creates a culture that supports the development, growth, mobility and sponsorship of associates, enabling them to thrive. Establishes processes for teams to share feedback, both positive and constructive.

- Acts with integrity: Recognizes and supports those who speak up and do what is right, not what is easy. Creates safe space for respectful, constructive debate within the organization. Creates a culture of trust, respect and outcomes.

- Takes personal accountability: Demonstrates a commitment to running an efficient organization that maximizes client outcomes. Creates a safe environment to admit mistakes and to share successes. Establishes clear responsibilities and processes for monitoring work and measuring results.

- Operates as one team: Creates teams that value and blend diverse ideas and perspectives. Excels at viewing issues with an enterprise mindset. Seeks opportunities to foster collaboration and integrate different ways of working across teams and departments.

- Delivers excellence: Creates a more agile culture by embracing new ways of working and encouraging others to do the same. Encourages and invests in high potential innovation and reinvention opportunities. Creates an environment that makes it easy to exceed client expectations.

Educational Requirements:

- Postgraduate with specialization in HR (preferably from a premier business school)

- Relevant certifications in learning, talent assessments etc., will be an added advantage.

Work Experience:

- 12+ years of experience and 8+ years in Talent Management and Learning & Development

Key competencies:

- Change Management

- Digital Mindset

- Strategic Thinking

- Consultative Skills

- Leadership & Influence