Senior Director, Talent Management

Your Impact

The Senior Director of Talent Management will lead a team of analyst and consultants responsible for the executive development, succession and talent planning of Vice Presidents and above, in alignment with the organization's business strategy and the broader learning and development strategy. This leader is also responsible for the global strategy, programs and framework for the ongoing development of the organizations skills and competencies to increase overall performance throughout all company business practices, as well as develop and implement holistic talent strategies. This role manages the performance management and assessment teams, deals with highly confidential information, and interacts regularly with Lowe's business leaders. This leader will work to drive a leadership culture by stratifying and overseeing the development, execution, succession and talent planning, and evaluation of system-wide leadership development in an effort to continuously improve the leadership culture, business outcomes, and organizational performance. In addition, this role will be responsible for system-wide development and implementation of models, tools, and training to enhance the organization's leadership capability to drive results. This individual will partner with Human Resources Business Partners (HRBPs), Business / Functional leaders, and global HR Services to drive a comprehensive executive development strategy and operational plan to ensure the organization's leadership are modeling principles that create a high-performance organization. The Senior Director of Talent Management will partner closely with peers on the CD&I and Talent teams to ensure continuity and progression of associates between the two respective programs as appropriate.

• Designs and develops executive leadership development strategies, programs, plans, policies, tools, templates, and practices.
• Develops planning models to identify executive competency, knowledge and talent gaps and develop specific executive leadership development programs to address gaps (e.g., talent assessments, succession planning, training, career development programs).
• Partners with VP of Talent and CHRO on the development of the Lowe's executive plans and high potential programs.
• Designs and manages the executive onboarding and assimilation program
• Refreshes, enhances, and develops an integrated executive and high potential development action learning curriculum that accomplishes desired leadership capability.
• Executes the executive strategy through a blend of formal classroom learning, online learning, coaching/mentoring, action learning via business projects, on-the-job development, and other innovative practices.
• Provides direction and support to Human Resources Business Partners (HRBPs) to build leadership and management capability within the business units / functions.
• Accelerates leader effectiveness as they transition between roles and are promoted within the organization through focused and planned efforts.
• Creates, administers and analyzes Leadership Development post-event evaluations; contribute to executive summaries, track report on trends and improvements.
• Oversees the design and development of performance management strategies, programs, plans, policies, tools, templates, and practices.
• Oversees and drives a performance culture as part of the annual performance management process that focuses employee's efforts on the achievement of goals and objectives and includes mid and year-end reviews.
• Oversees performance competency model strategy, program, associated tools, performance management system including current position descriptions and tools to evaluate performance.
• Oversees the development of human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to address gaps (e.g., talent assessments, training, career development programs).
• Couples the ability of internal design with the business acumen of understanding retail trends and leading practices to build, design and create an internal bench of top talent.
• Collaborates highly with HR and business associates to evaluate and assesses the organization's current and future state and understand the future talent capability and culture needs to achieve the company's future vision.
• Manages key vendor relationships for programs including material and related contractual commitments.
• Hires, coaches, develops, and retains a team dedicated to Lowe's culture and leadership development. Exemplify Lowe's leadership behaviors, foster inclusion and promote engagement.

• Bachelor's Degree Organization Development, Human Resources, Psychology, or other related fields preferred and 8-10 Years 10 Years of Relevant experience managing talent strategically - partnering with business leaders on leadership development, performance management, calibration, succession planning, and/or organizational design; preferably for a large multi-state and/or global company in a leadership role
• 8-10 Years of Progressive experience one or more functions of Human Resources, with a significant portion focused on talent management (e.g., HRBP, talent acquisition, employee and/or leadership development, organization design, organizational development, training, performance management) and a mix of operational, strategic, and systems thinking experience
• 8-10 Years of Experience developing and implementing customized organizational development solutions initiatives
• 8-10 Years of Experience leading significant organizational development transformations in a variety of settings
• 8-10 Years of Experience successfully managing multiple priorities & projects through successful delivery & implementation under time, budget, and political pressure
• 5-7 Years of Experience leading and mentoring a team and helping to foster/create a "great place to work