Integrated Talent Leader

Job Description Summary The Integrated Talent Leader will report into the Global Talent organization and work closely with the Business/Senior HR leader of the Propulsion and Additive Technologies division, which includes Avio Aero, Dowty, Unison and GE Additive Businesses, to build an inclusive and modern talent operating system that enables the business to acquire, develop, engage, and ultimately retain the best talent for today and tomorrow. As a member of the GE Aerospace Global Talent Organization Leadership Team, the Integrated Talent Leader will also support the company in implementing a world class integrated talent management strategy and operating system for the Propulsion & Additive Technology division. Job Description

Essential Responsibilities

• Partner with Division HR leader and Global Talent Leadership Team to build an integrated, data-driven talent plan aligned with the enterprise talent strategy that will drive the growth, innovation, and position GE Aerospace as an employer of choice.
• Drive the identification, assessment and development of critical talent pools and target roles: Early Career, High Potential, Critical Roles executive leadership pipeline – all with a focus on critical capability needs/gaps.
• Support the succession planning and talent review process, ensuring that each target role has a robust internal/external succession plan in place.
• Develop a deep understanding of key talent within the organization and promote talent mobility and talent sharing across GE Aerospace.
• Partner with leaders and Chief Diversity Officer to build a diverse workforce and inclusive culture that enables all employees to reach their full potential.
• Build a strong, strategic partnership with Talent Acquisition to ensure effective and efficient recruiting strategies that deliver the right talent at the right time with a focus on inclusive sourcing strategies, diverse pipelines and internal mobility.
• Partner with other Talent CoEs to develop the overall strength of the business/function, including DEI, L&D, People/Workforce Analytics, Organizational Design and Organizational Effectiveness.
  
  

Qualification/Requirements

• Minimum of 10 years of experience in HR with at least 3 years’ experience working in talent management or related fields and direct experience in at least two different talent verticals (e.g., talent management, talent acquisition, HR business partner, OD/OE, Learning & Development, DEI).
• Bachelor’s or Master’s Degree or PhD in HR, Psychology or related field highly preferred
• Proven subject matter expert with a keen ability build integrated delivery strategies and to partner with and influence senior leaders and senior teams across a wide variety of talent topics.
• Track record of using data to drive organization and talent decisions; ability to craft an objective and insightful story through data and storytelling.
• Track record of working in a mature HR-CoE model and creating strong partnerships with other HR verticals to drive a talent strategy.
• Systems thinker who understands the interconnectedness of talent levers and has a strong external network and perspective.
• Experience working in a complex, matrixed organization; Ability to influence multiple stakeholders and engage them in co-creating a strategy and executing on a plan, without direct authority.
• Strong program manager with a bias for action.
• Ability to support and coach senior leaders.
• Strong assessment skills coupled with excellent judgment, political savvy and perspective on human resources issues.
• Proven team player with excellent communication and interpersonal skills who can effectively collaborate and influence employees at all levels of the organization.
• Fluency in both English and Italian languages
• Work Visa, in accordance with local regulation, is required.
  
  

Twelve-Eighteen Months Success Metrics

• Understand the business, key financial drivers and establish credibility as a trusted business partner and talent expert.
• Identify the most important capabilities and competencies needed to drive business growth, both short-term and long-term.
• Assess the current talent relative to the business need and support the development of a buy/build action plan to address the short-term gaps and a multi-year roadmap to address long-term needs (build and deploy strategic workforce planning models).
• Know the critical roles, top talent, and show measurable progress on accelerated development and critical talent metrics (e.g., bench strength, attrition, diversity).
• Identify and begin to track key metrics that will be the foundation for monitoring the overall health and success of the integrated talent strategy.
• Build relationships across the HR community, with a focus on developing a more mature HR-CoE partnership model.
• Leverage deep subject matter expertise to bring innovation thinking and talent solutions to the specific business/function and at an enterprise level of impact.
• Develop and track key metrics to measure impact of talent management programs and initiatives—drive a focus on standard, scalable metrics, and measures.
• Work closely with the broader HR community to drive a modern, strategic, and data-driven HR organization – be a change champion for HR Transformation and advancing effective HR Operating Model (e.g., HRBPs, Shared Service/Ops, CoEs).
• Lead organizational and culture change initiatives, as needed.
  
  

Additional Information

Relocation Assistance Provided: Yes