Talent Management Operations Program Leader

Website Polaris Industries

JOB SUMMARY:
In this new role within the recently created Talent Management (TM) function, you will lead three unique Talent Management Operations value streams and provide current, as well as identify future solutions for Polaris. You will be responsible for taking current infrastructure in Staffing and Search, Global Mobility and Talent Compliance Management to the next level and driving productivity with partners in the business using a data driven decision making approach.
ESSENTIAL DUTIES & RESPONSIBILITIES:
Talent Acquisition Partner Relationship Management

1.       Contingent Labor Staffing

A.      Investigation and definition of business needs across enterprise in collaboration with HR Business Partners (HRBPs), Business Leaders, and the Finance and Legal Teams

i.            Analysis and development of a model for HRBPs and Business leaders to utilize for understanding the organizational and financial impacts of various human capital strategies

B.      Benchmarking and recommendation of processes and tools for improving and streamlining (Lean) the contingent labor acquisition processes which enable the suggested model (Applicant Tracking System (ATS), Human Resource Information System (HRIS), new tools, other)

C.      Program leadership of current and future solutions

i.            Staffing Agency partner selection, development, process ownership, and vendor relationship management

ii.            Investigate and develop opportunities for increased minority candidate participation including disabled candidates and Veterans, as well as opportunities for partnering with minority, disabled, or Veteran owned suppliers

iii.            Order distribution and fulfillment (scoping calls, activity/candidate tracking, Time-To-Fill (TTF), cost down negotiations, etc.)

iv.            Ongoing analysis and performance discussions with partners – establishment of Service Level Agreements (SLA’s), measurement of results, continuous improvement, etc.

2.       Search

A.      Develop decision analysis methodology and model for Talent Acquisition (TA) Recruiters, HRBPs, and Hiring Managers to use in evaluating options for externally sourced Talent

B.      Evaluate current partner’s effectiveness and skill/talent area gaps

C.      Identify, evaluate, and recommend best partners (current and new) and manage vendor relationships

D.      Contracts development and management

E.       Order distribution and fulfillment management

F.       Investigate and develop opportunities for increased minority candidate participation including disabled candidates and Veterans, as well as opportunities for partnering with minority, disabled, or Veteran owned suppliers

3.       Investigate, recommend, and develop other partnership and process opportunities as identified by TM/TA Leaders

 

 

Immigration Program Management

1.       Analysis and development of decision analysis methodology and model, materials, and tools for TA Recruiters, HRBPs, and Hiring Managers to use in evaluating options for use of non-immigrant visa program workers

2.       Partner relationship management with external Counsel on all worker immigration processes and issues

3.       Workflow management across all internal parties involved in the very detailed and critical process steps of immigration case management

4.       Escalate case issues to TM/TA Leaders and/or Compliance Officer when necessary to best protect Polaris and employee interests

 

Talent Process Compliance Program Management

1.       Partner with internal and external Legal Counsel to analyze and develop affirmative action plans which fulfill compliance requirements and improve talent selection and development

2.       Lead internal business stakeholders through analyses and recommendations for their particular business entities, including coordination and leadership of outreach programs

3.       Partner with Counsel to evaluate compliance audit inquiries, analyze options, and develop accurate responses which lead to successful outcomes

4.       Define and lead a standard work process for evaluation and recommendation of AAP processes for M&A targets

 

SKILLS & KNOWLEDGE
·         5+ years of experience gathering business requirements to create processes for essential TA, TM, Human Resources (HR) or business functions

·         Bachelors or higher level degree in HR, Finance, Economics, related or technical fields strongly preferred

·         Proven examples of utilizing data to help drive process improvement and business solutions

·         Strong organizational planning skills

·         Advanced knowledge of Microsoft Office; experience with an HRIS and TA system(s)

·         Ability to maintain confidentiality of HR data and information.

 

To apply for this job email your details to joe.wollan@polaris.com

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