Talent Management Manager

Rite-Hite is the global leader in the manufacture and distribution of industrial loading dock and door equipment. Our innovative products and world class sales organization ensure solid, consistent growth, both for our company and our staff. We are always looking ahead to develop innovative new products and services to improve our customers safety, security, and productivity. What We Offer: Rite-Hite provides competitive compensation and a comprehensive benefits package with medical, dental, and vision coverage along with life and paid medical leave. We also provide a retirement savings plan that combines 401(K) with company match and profit sharing. Paid holidays, vacation, and up to five paid personal/sick days per year round out the package. Rite-Hite is an Equal Opportunity/Affirmative Action employer offering a drug free workplace for our customers and employees. Job Description: Are you passionate about helping employees grow, building best-in-class talent programs, and partnering closely with HR Business Partners and senior leadership? Were looking for a Talent Management Manager to join our TM COE team and drive key initiatives that will define the future of our organization. This is a high-impact, highly-visible opportunity where youll lead core talent strategies, including career pathing, succession planning, performance management, and Learning Management Systems — all within a company that truly invests in its people. ESSENTIAL DUTIES AND RESPONSBILITIES Talent Assessment and Development

• Create individual development plan (IDPs) framework and template for use with all employees globally.

• Partner with HR Business Partners as they work with leaders to create robust development plans for employees that create experiences, coaching and mentor opportunities

• Define a framework for high potential talent identification and implement with HR Business Partners

• Lead leadership assessment initiatives, using tools such as 360-degree feedback, competency evaluations, and performance assessments.

• Define key leadership competencies and behavioral expectations for various levels of management.

• Work closely with the Learning and Development Manager to fill development needs identified in succession plans and creating learning journeys for leadership roles

• Design, implement and manage structured rotation programs that support high-potential talent development, cross-functional experience, and defined by business leaders.

• Partner with HR Business Partners and business leaders to define key outcomes and success measures for each rotation experience.

• Design, implement and manage mentor program to support high-potential talent development.

Talent Review Process

• Design the annual talent review process to assess talent using a consistent framework that enables the identification of high potential talent, successors and development needs.

• Design tools, templates and facilitation guides for HR Business Partners to utilize to ensure consistent talent discussions across the organization.

• Consolidate insights and recommendations from talent review to inform succession planning and strategic workforce initiatives.

Career Paths

• Leverage job architecture as a key input while designing a career path framework which supports internal mobility and talent development across business units, functions and geographies.

• Partner with the HR Business Partners to deploy the career path framework ensuring career paths align with evolving role requirements and business strategies while creating improved succession coverage

• Develop communication and informational materials to promote visibility and use of career paths across all business units and functions to provide development for high-potential talent.

Learning Management System

• Assist in the implementation and maintenance of the new LMS in Rite Hites HRIS tool, Workday - ensuring a smooth transition from existing systems.

• Work closely with the project team to design a thorough project plan including a change management plan which is carefully executed with all impacted stakeholders

• Partner with HRIS team, IT team and other project team members to ensure system settings are configured to able the LMS to meet the talent development needs of all business units and functions

• Prior to the implementation, assist TM COE team members with L&D workshop scheduling and maintenance, cohort rosters, completion metrics, etc.

Performance Management Process Ownership

• Own the annual performance review cycle, including goal setting, mid-year check-ins, and year-end evaluations, ensuring effective and efficient processes both outside and within Rite-Hites HRIS tool.

• Lead the continuous improvement of performance management processes.

• Partner with HR Business Partners to ensure performance processes drive accountability, development, and business results.

• Oversee the creation of training, tools, and communications to support managers and employees while using the performance management process throughout the year.

• Leverage data and business feedback to evaluate the effectiveness of performance management process and recommend enhancements aligned with business needs.

Performance Calibration

• Own the annual performance calibration process within the year end evaluation process and design the process within Rite-Hites HRIS tool.

• Lead the continuous improvement of the performance calibration process.

• Partner with HR Business Partners to execute the performance calibration process across all levels as identified by business needs annually.

• Oversee the creation of training, tools, and communications to support HR Business Partners and managers while using the performance calibration process.

• Partner with HR Business Partners to prepare materials and guide meaningful conversations.

• Track calibration outcomes and ensure alignment with performance ratings and talent decisions.

EDUCATION AND EXPERIENCE

• Bachelors degree in Human Resources, Education, Organizational Development or a related field.

• Minimum of 5 years of experience working with Talent Management processes

• Experienced in designing end to end processes and implementing them within an HRIS system

• Experienced in partnering with HR Business Partner teams managing TM processes

• Skilled in continuous improvement changes to TM processes based on HRBP and business feedback

• Experienced designing and implementing a career path framework

• Comfortable designing rotation programs to fill identified development needs

KNOWLEDGE AND SKILLS REQUIREMENTS

• Knowledgeable about Talent Management strategy and processes - performance management, calibration, talent review, development planning

• Excellent verbal and written communication skills to communicate 1 on 1, via email, intranet posts, in training and in large meetings with stakeholders

• Excellent interpersonal, and collaboration skills with a love for connecting with others in HR and business units and functions

• Excellent organizational skills, attention to detail, time management and project management skills to identify and meet milestones

• Strong analytical and problem-solving skills

• Comfortable with ambiguity in addressing talent needs as identified

• Proficient with Microsoft Office Suite or related software.

• HRIS system Workday experience is strongly preferred.

SUPERVISORY RESPONSIBILITIES This position will not have direct supervisory responsibilities; however they will work very closely with others in the Talent Management COE and HR Business Partner Team. Additional Job Information: NA