John crane is a global leader in rotating equipment solutions, supplying engineered technologies and services to process industries. The company designs and manufactures avariety of products, including mechanical seals and systems, couplings, filtration systems and digital diagnostics technologies. John crane customer service is accessedthrough a global network of more than 200 sales and service facilities in over 50 countries. Global reported revenue for fiscal year 2021 was in excess of $1 billion usd. Johncrane is part of smiths group, a global leader in applying advanced technologies for markets in threat and contraband detection, energy, medical devices, communications,and engineered components.
job description
the regional talent development partner is responsible for accelerating the development of our internal leadership and professional talent within the band-4 and band-3 grade groups. The talent development partner will directly collaborate with organizational leaders and human resources (hr) business partners to identify high potential talent across the division, and to help establish and implement individual development plans (idp). The talent development partner will have the responsibility to help organizational leaders create practical development actions designed to help strengthen identified areas of development related to critical professional skills and/or smiths leadership behaviors. Talent development key performance indicators (kpi) will focus on the improvement of internal talent progression rates, leadership diversity, and sustained improvements in high potential talent retention. The talent development partner will also participate with the smiths talent center of excellence (coe) to help explore and facilitate greater cross-divisional opportunities for our high potential talent.
duties & responsibilities
* ensure compliance to smiths group and division policies (i.e., code of ethics, human rights, eeoc, etc.) during the support of talent development/acquisition related activities and talent engagement.
* collaborate with division global hr directors and region hr business partners to identify high potential talent across the division within the band-4 and band-3 grade groups.
* collaborate with region organizational leaders to ensure that identified high potential talent have updated management input (i.e., strengths, areas of development, career aspirations, loss risk, mobility/family considerations, and summary comments) in their talent search talent profile.
* help encourage identified high potential talent to update their own talent search talent profile details (i.e., employment history, education history, certifications, languages, mobility/family considerations, and job preferences).
* collaborate with division global hr directors and region hr business partners to identify new/existing high priority positions in the region where a vacancy is expected, and available internal high potential talent pools suitable to review for those positions. Reinforce the importance and our focus on an inclusion and diversity mindset when identifying high potential talent and when considering internal/external talent pools for new/existing high priority positions in the region.
* continuously monitor the diversity and progress of our early career (i.e., discover) and technical career (i.e., summit) talent pipelines and ensure their long-term readiness and development is being considered in region succession plans for high priority positions.
* collaborate with region organizational leaders to create practical development actions designed to help strengthen identified areas of development related to critical professional skills and/or smiths leadership behaviors.
* drive high potential talent engagement by providing coaching and career development guidance that will help them successfully complete assigned development actions, and that will help prepare them as they transition into future target positions.
* develop idp for identified high potential talent and ensure that all key stakeholders (i.e., region vp, direct managers, direct managers of development/target positions, global/region hr, etc.) are properly informed and in agreement with proposed idp.
* implement, monitor, and provide all key stakeholders with regular idp implementation progress updates as required.
* partner with region organizational leaders to help communicate/share idp and development actions with high potential talent if/when appropriate.
* partner and coordinate with smiths global mobility team and region hr teams to support implementation of idp that result in the relocation of high potential talent between locations/countries/regions.
* actively participate in region talent reviews and succession planning discussions and provide organizational leaders with high potential talent recommendations.
* consult the rewards team to ensure identified high potential talent are competitively aligned to market salary trends/ranges and division guidance.
* continuously review, evaluate, and implement internal high potential talent development process improvements.
* provide monthly idp implementation progress tracking for all identified high potential talent in the region.
* conduct monthly status meetings with the global hr directors and region hr business partners to review progress on identified high potential talent.
* develop and maintain partnerships with universities and academic institutions to enhance recruitment pipelines.
* collaborate with university career centers, faculty, and student organizations to promote our organization's opportunities and brand.
* oversee the recruitment, selection, and onboarding process for interns.
* coordinate internship program logistics, including project assignments, training sessions, and performance evaluations.
* serve as a point of contact and mentor for interns, providing support and guidance throughout their internship experience.
* identify and recommend suitable assignments, projects, and rotations to broaden experience and skills.
* managing financials for the early career programs.
* act as a trusted advisor and advocate for early career professionals, offering support and guidance in their career progression.
* facilitate career planning discussions, goal setting, and skill development opportunities.
* design and implement programs to support the professional development of early career talent within the organization.
* provide guidance, mentorship, and resources to help individuals navigate their career paths and achieve their developmental goals.
qualifications
* associate/bachelor’s degree in human resources preferred, or recognized qualification/certification in human resources.
* 6 years of related experience in talent development strategies for entry level and mid-career level roles.
* prior hr manager, hr generalist, or hr representative experience helpful but not required.
* ability to professionally manage candidate, employee, and company data with the highest degree of discretion and/or confidentiality.
* able to effectively communicate and influence organizational leaders on hr policies and practices as related to talent development/acquisition.
* ability to successfully manage multiple division global and region hr stakeholders.
* ability to effectively collaborate with multiple division organizational leaders at various levels.
* ability to effectively collaborate with region peers, cross-divisional talent coe peers, and external talent acquisition rpo and third-party agencies.
* excellent interpersonal skills with an approachable and trustworthy nature.
* excellent verbal and written communication skills.
* knowledgeable and efficient in the use of hr business systems available to support talent acquisition and employee master data management.
* good knowledge of microsoft office applications.
* fluency in english highly desirable.
* latam languages required: portuguese and spanish.
* experience in manufacturing, oil and gas or engineering industries highly desirable.
additional information
according our mission, vision and global policies: under no circumstances shall staff be charged any fee or other costs in relation to their recruitment to work at smiths, whether directly or indirectly. Any recruitment fees shall be paid by smiths. Smiths will not employ anyone below the age of 18. Smiths will take reasonable steps to satisfy itself of the member of staff’s age before that person starts work at smiths. When persons under the age of 18 are employed, they must not do work that is mentally, physically, socially or morally dangerous or harmful or interferes with their schooling by depriving them of the opportunity to attend school.
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