Description Summary
The Talent Development Manager is responsible for designing, implementing, and managing some of the talent development programs, processes and strategies. This role plays a critical part in aligning global talent development initiatives with the organization's goals, supporting and fostering a culture of continuous learning, career development and growth.
Responsibilities
Performance Management Design Support and Implementation
- Lead the global performance management program
- As a critical member of the project program team, contribute to the design, content and framework of the biannual performance management process, for both the Investment and Business teams. This includes calibration and 360 evaluations.
- Support the implementation of the performance management systems to both align with Balyasny’s goals and become the foundation of career development and advancement
- Supported the roll out of biannual process, lead all project calls, agenda setting and ensuring all actions are completed by each project team member
- Develop project plans, timelines, and budgets (where appropriate), and monitor progress against these metrics, ensuring all stakeholders are informed and engaged.
Careers and internal mobility
- Develop and implement comprehensive career development programs that support employee growth and retention. Working in close collaboration with People Partners and management (both on the Investment and Business Teams).
- Where appropriate, analyze internal data trends and insights to inform strategic plans and decisions, and as part of the career planning initiatives.
- Provide guidance and resources to managers and employees for effective career planning and goal setting.
- Conduct career assessments and facilitate career coaching conversations to help managers and employees identify strengths and opportunities.
- Develop and use data-driven metrics to assess the effectiveness of career development programs.
- Report on key performance indicators related to talent development and career progression.
Promotion Process Design and Implementation (project and then ongoing)
- Conducting an analysis of current promotion practices and identify gaps and areas for improvement. This will include input from stakeholders, managers, and employees, to understand expectations and requirements.
- Working with a project team, develop a clear, transparent, and equitable promotion process that aligns with organizational goals and values. This will include define criteria required for promotion at various levels within the organization ; implementing metrics and feedback mechanisms.
- Create process and templates to support the evaluation and decision-making procedures.
- Provide communication and resources to managers and employees to ensure understanding and effective execution.
Employee Engagement Survey Management
- Participate in the design and management of the employee engagement / experience survey process.
- Communicate effectively with employees and stakeholders to encourage participation and transparency.
- Deep analysis of survey data to identify trends and insights, and present findings to leadership.
- Collaborate with People Partners to develop action plans based on survey results
Program and Project Management
- Manage projects and programs, ensuring timely delivery and quality outcomes (example projects may be around employee retention, career initiative, etc.)
- Develop project plans, timelines, and budgets (where appropriate), and monitor progress against these metrics, ensuring all stakeholders are informed and engaged.
- Identify and mitigate risks to ensure successful project completion
Collaboration and Partnerships
- Build and maintain relationships with internal stakeholders, including People Team, senior leaders and department heads to deliver comprehensive development solutions that are aligned with organizational goals
- Communicate effectively with stakeholders to promote and support talent development initiatives.
Continuous Improvement:
- Monitor industry trends and best practices to enhance talent development strategies.
- Gather feedback and data to continuously improve programs and processes.
