Global Director of Talent

POSITION SUMMARY

The Global Director, Talent & Organizational Effectiveness is a strategic thought partner for the enterprise working with Senior Executives, Leadership Teams and across the Global HR function.  This position focuses on developing, executing a comprehensive and integrated global talent and organizational development strategy to ensure the company has the right talent in the right place at the right time to drive organizational performance and facilitate the achievement of individual, team and company business objectives. 
This role consults with Matthews Executive Leadership Team, top operational leaders, Global Extended Leadership teams and the Human Resources Leadership team in order to support Matthews’ continued organizational transformation
 

JOB RESPONSIBILITIES

• Develop an enterprise global talent strategy and translate it into strategic objectives and long-term plans including the identification of resources to satisfy the delivery across Memorialization, MAS, Environmental Solutions, Brand Solutions and Corporate for all 25 countries in which Matthews operates in.
• Establish a Talent and Organization Effectiveness Center of Excellence and provide leadership and direction for Global Talent Management, Acquisition, Learning & OD and Organizational Effectiveness which aligns with the business needs
• Lead, manage, coach and develop a team of OD professionals to achieve the talent management goals
• Ensure talent needs are aligned with business needs by being grounded in a deep understanding of the corporate strategy for each business segment
• Provide leadership to ensure integration of the Matthews’ competency model across the enterprise and imbedded in key talent programs to reinforce organizational effectiveness results in support of the cultural transformation that Matthews is undergoing.
• Champion the continuous improvement and development of critical processes and programs including measurement, assessment and development of the existing critical talent to drive the business strategies across the organization. E.g. Talent Review, Succession Planning, Performance Management, Leadership Development
• Provide leadership and oversite to global talent review and succession planning processes while partnering with leaders and HRBP 
• Ensures critical roles of the organization are identified and that succession plans are in place for these roles.
• Facilitate annual global enterprise Talent Review and Succession Planning 
• Develop, translate and implement global Talent Review/Succession Results into actionable plans including talent risk management plans, annually in partnership with the MELT
• Provide thought leadership and strategic guidance on the design, continuous improvement and innovation by remaining current on talent and organizational effectiveness best practices
• Aligns Talent & OE efforts to the strategy and financial deliverables of the company.
• Develop talent through combinations of assignments, experiences, training and coaching design for high-potential and executive development initiatives to meet emerging needs in the organization
• Coach and assist enterprise leaders and staff in the areas of professional development, leadership development and change management e.g. as a component of career progression and succession planning
• Designs and facilitates customized workshops such as continuous improvement, decision making, organizational improvement and change management.
• Facilities learning & development programs for senior leadership as needed.
• Champion and lead Strategic Workforce Planning (SWP) initiatives to ensuring the proper alignment of People, Processes and Technology through gap analysis, role segmentation, environmental planning, strategy alignment, scenario planning and organizational design
• Develop and direct delivery of organizational design methodology
• Facilitate/support/consult on organizational structural design, resign efforts to ensure the realization of intended business objectives through partnership with business leaders and HRBP
• Proactively advise leaders and partner with various stakeholders to design and implementation organizational solutions that will result in a higher organizational effectiveness. E.g. Strategy, governance, goal alignment, team building, continuous improvement, stakeholder management 

ADDITIONAL RESPONSIBILITIES

• Lead critical enterprise level project teams as talent and organizational effectiveness expert.  
• Lead and facilitate interactions with all levels of the organization to identify and document key performance indicators and core behavioral capabilities required to align work to strategic goals.
• Work cross-functionally with global internal teams (e.g., MMS, integration teams) to develop and implement performance scorecards that measure results in accordance with strategic goals and objectives.
• Develop and prioritize data driven recommendations and solutions that close the gap between Matthews' strategic goals and organizational capabilities, and existing people, processes, and technical solutions.
• Serve as an advisor and technical expert in developing and implementing change management strategies 
• Including consulting with business, leadership and HRBPs on large scale change initiatives, incorporating key project management and org effectiveness tactics. 

Talent Acquisition

• Develop and translate global Talent Acquisition Strategy into short and long term plans to attract, retain, and move talent across the global organization.
• Oversee talent acquisition processes and programs to provide one integrated view of talent.
• Ensure an integrated internal/external approach to everything we do in talent management and to the talent strategies supporting the business.
• Sponsors the alignment of external recruiting efforts with internal talent planning to address identified gaps/risks in succession plans and talent pipelines.
• Helps put systems in place to support Talent Acquisition team in leveraging company branding to attract, develop and retain top talent leading to a distinctive employee value proposition that enables continued business results.
• Work with leaders and regional HR managers to ensure we are building a diverse pipeline of leadership talent.

SUPERVISORY RESPONSIBILITIES: 
Global Talent & Leadership Development Manager, Global Learning & Organizational Development Lead, 
Global Organizational Development Manager, (Indirect Talent Management Associate).

QUALIFICATIONS / REQUIREMENTS

• Bachelor’s Degree in Human Resources, Organizational Development or related field; or an equivalent combination of education and experience sufficient to successfully perform the key accountabilities of the job required.
• Advanced degree (MBA, Master’s) preferred.
• 10+ years progressive talent, strategic workforce planning and organizational effectiveness experience required.
• 15+ years in a global leadership role (direct/indirect), with a proven track record of working up, down and across a global organization in support of major change initiatives 
• Prior experience as a leader working effectively in a large, multi-function/segment, and cross geographic organizations with the ability to eliminate barriers at any organizational level
• Track record of creative problem solving, facilitation, negotiation, and change management 
• Excellent business acumen; focused on how HR programs, processes and tools accelerate business results. Balances qualitative and quantitative measures. 
• Ability to develop trusting relationships to gain support, influence, and achieve results.
• A proven strong partner, collaborator, team builder and a team player with strong relationship building skills with various stakeholders at all levels within a matrix organization focused on organizational and team success 
• An adaptable service oriented leader who can navigate the function and organization through complex and diverse situations; comfortable with ambiguity. 
• A proven people leader able to coach, develop, and motivate team, and able to align organizational design as needs change. 
• Strong executive presence with outstanding communication skills and presentation skills. 
• Strong client focus with a proven track record of stakeholder management. 
• Ability to influence peer, senior management, executive leaders and influence change.
• Strong interpersonal skills, quickly developing a trusted advisor relationship with the business. 
• Ability to prioritize and manage projects and requests while also identifying innovative yet practical solutions.
• Ability to oversee and deliver across multiple tasks and deadlines.
• Solid understanding and application of mathematical concepts, understanding of lean principles, rooted in experience in driving continuous improvement.
• Self-motivated with critical attention to detail, deadlines and reporting.
• Ability to work well autonomously and within a team in a fast-paced and deadline-oriented environment.
• Strong verbal and written communication skills (including analysis, interpretation, & reasoning).
• Proficient in MS Excel, MS PowerPoint, MS Word, MS Project and MS Visio.
• Periodic travel is required (up to 20%), including the potential for international travel.

#LI-DL1

PHYSICAL ASPECTS / WORK ENVIRONMENT

•    Regularly required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; stoop, kneel, crouch, or crawl; and talk or hear.  
•    Regularly/Occasionally lift and/or move up to 50 pounds.  
•    Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.
•    Regularly/Occasionally exposed to wet and/or humid conditions, moving mechanical parts, fumes or airborne particles, extreme cold & heat, risk of electrical shock, and toxic or caustic chemicals.
•    The noise level in the work environment is usually low/moderate.
* Reasonable accommodations may be made to enable individuals to perform the essential functions.