Org & Talent Development Mgr

**Career Area**:
Human Resources

**Your Work Shapes the World at Caterpillar Inc.**

When you join Caterpillar, you're joining a global team who cares not just about the work we do - but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here - we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.

**Role Definition**
Implements site or regional talent management processes, programs and practices that aim to attract, measure, develop, manage and retain the organization's talent pool, leveraging enterprise standards and tailoring them to fit unique organizational needs.

**Responsibilities**
- Serving as a thought leader for talent management programs and technology; Providing advice and support to business and HR leaders, addressing talent management related questions and requests.
- Assisting upper management in evaluating the effectiveness of the organization's talent practices and recommending improvement opportunities.
- Facilitating change management initiatives associated with talent management activities.
- Leading team of talent management professionals to collaborate effectively with Centers of Excellence and serve as thought partners to the business and HR.

**Degree Requirement**
Degree or equivalent experience desired

**Skill Descriptors**
Knowledge of Organization:

- Applies organization's operating principles and practices within own business unit.
- Supports the mission, vision, and objectives of own department or unit.
- Assesses local and industry examples of acceptable and unacceptable business practices.
- Obtains information regarding key players, key issues, and key strategies in own unit.
- Specifies the roles and responsibilities of own business unit.
- Advanced experience in similar roles

Influencing:

- Achieves influence and impact even when holding a position contrary to the majority.
- Discards examples of persuasive arguments lacking substance or impact.
- Leads and presents collaborative assessments that persuasively influence decision makers.
- Advises on techniques to build rapport and commitment to common purpose.
- Determines and leverages the decision-making style of the individual or group being influenced.
- Delivers well-received presentations of cost, benefits, risks, and other considerations.

Interpersonal Relationships:

- Explains impact of interactions with individuals and groups.
- Identifies roles and responsibilities for self and others.
- Demonstrates an understanding of alternative points of view.
- Collaborates with departmental associates and management.
- Adapts interaction style to situations and people.

Managing Multiple Priorities:

- Recognizes changing demands and priorities; validates changes with management.
- Obtains information about how current assignments contribute to organizational goals.
- Completes current work according to assigned priorities.
- Responds to day-to-day operational priorities while still making progress on project work.
- Performs at least 2-3 concurrent activities without reducing productivity.
- Proven ability to multitask and manage multiple projects

Data Gathering and Reporting:

- Detects and summarizes patterns in data and findings by producing simple reports.
- Assesses common problems and obstacles surrounding data-gathering.
- Interprets and explains results of a data-gathering initiative.
- Participates in projects to gather data for needs analysis.
- Analytical thinking.
- Data and metrics driven
- Ability to communicate clearly.
- Strong skills on Excel, Word, PowerPoint.
- Advanced English

Succession Planning:

- Scouts an organization's internal employees to find those who have succession potential.
- Maintains relationships between Human Resources (HR) and other organizational business functions.
- Assists in conducting activities in organizational employee development to reduce skill gaps among employees.
- Records documents regarding the organization's succession planning project budgets.
- Identifies and develops an organization's core roles (e.g. department manager) for succession.

Talent Management:

- Evaluates the competencies and personal attributes of prospective employees vs. desired qualities.
- Coordinates reward and recognition programs designed to retain desirable employees.
- Participates in assessing the competencies present in current members of the organization.
- Analyzes talent development needs and maintains a list of high-potential employees.
- Effective project management and organizational skills

Training and Development:

- Follows appropriate processes used in assessing the learning needs of a target population.
- Implements training processes for discovering the learning needs of employees.
- Explains the methods used in the evaluation of learning outcome