General Manager Talent Acquisition

DESCRIPTION

GPP Database Link (https://cummins365.sharepoint.com/sites/CS38534/)

Job Summary:

Oversees the management of multiple, interconnected Talent Acquisition projects and initiatives, some of which may not be in their direct reporting control. Ensures alignment and contribution to the organization's strategic goals. Engage in high-level systemic thinking to integrate various project and initiative efforts, optimizing resources and reducing redundancies, while focusing on delivering results that enhance the organization's talent acquisition capabilities.

Key Responsibilities:

Subject Matter Expert: Leverages expertise to advise HR and the business, offering insights, trends and recommendations

Ensure all projects comply with legal and regulatory requirements, adhering to best practices in project and program management.

Collaborator: Partners internally and externally to build and accelerate capabilities in areas most aligned with our strategy, as part of ONE HR team

Collaborate with all stakeholders to ensure key inputs and outputs of the program deliver on business needs.

Efficiently allocate resources across projects, ensuring optimal utilization and minimizing conflicts or duplications.

Engage with key stakeholders to communicate program goals, progress, and outcomes, ensuring alignment and support across the organization.

Lead and mentor project managers and teams, fostering a collaborative environment and encouraging professional growth.

Standard Setter: Sets standards and infrastructure tor the enterprise (policies, processes, systems, tools) and evaluates effectiveness

Identify potential risks within the program and across projects, developing mitigation strategies to prevent disruptions.

Define and monitor key performance indicators for the program to evaluate success and areas for improvement.

Innovator: Generates ideas and turns them into new, creative solutions that provide unique value for our customers

Continuously seek and implement improvements in program and project management processes, enhancing efficiency and effectiveness.

Builder: Researches, designs and develops leading practice HR programs and solutions that enhance our culture

Ensure projects support the overarching strategic vision, making adjustments as necessary to reflect organizational priorities and changes in the external environment.

Lead change initiatives within the program, ensuring adaptability and minimal resistance, while maintaining program objectives.

Curator: Curates HR solutions driving and supporting implementations and improvements

Develop and implement program management strategies that align multiple project initiatives with the organization's talent acquisition goals.

RESPONSIBILITIES

Competencies:Change Management - Applies the Cummins structured process and tool set for engaging individuals and organizations through change to achieve and sustain business results and outcomes.

Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.

Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.

Collaborates - Building partnerships and working collaboratively with others to meet shared objectives.

Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

Manages complexity - Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.

Values differences - Recognizing the value that different perspectives and cultures bring to an organization.

Global perspective - Taking a broad view when approaching issues, using a global lens.

Cultivates innovation - Creating new and better ways for the organization to be successful.

Organizational savvy - Maneuvering comfortably through complex policy, process, and people-related organizational dynamics.

Drives results - Consistently achieving results, even under tough circumstances.

Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.

Tech savvy - Anticipating and adopting innovations in business-building digital and technology applications.

Education, Licenses, Certifications:College, university, or equivalent degree in Business Administration, Project Management, Human Resources or a related field, or equivalent experience is required.

Certification in Program Management (e.g., PMP), HR management, DEI, or related field is highly desirable.

• Lead and manage lateral hiring across all Cummins business units, ensuring quality, speed, and compliance in the recruitment process.
• Drive talent acquisition excellence through data-driven decisions, process improvement, and adoption of high-tech tools and automation.
• Strengthen employer branding initiatives to attract top talent in a competitive and employee-driven market.
• Build strong partnerships with business and HR leaders , maintaining continuous engagement to understand evolving hiring needs and deliver accordingly.
• Manage and influence high-demand stakeholders , ensuring alignment between talent strategy and business priorities.
• Demonstrate strong cultural awareness and adaptability to operate effectively across diverse teams and regions.
• Ensure compliance with talent market regulations and data privacy laws within the operating geographies.

• Deep understanding of recruitment strategies, operational excellence, and technical/functional talent needs.
• Up-to-date knowledge of industry trends , best practices, and emerging recruitment technologies.
• Proven ability to enhance hiring quality and bring process efficiencies.
• Skilled in stakeholder management, negotiation, and influence at senior levels.
• Strategic thinker with hands-on execution capability in a fast-paced, matrix environment .