Clevelcrossing

Partner with Total Rewards to evolve and strengthen PVH’s pay-for-performance philosophy. Master’s degree in industrial/organizational psychology, organizational development, applied behavioral science or related discipline, with PhD preferred. Partner with Total Rewards to evolve and strengthen PVH’s pay-for-performance philosophy.. POSITION SUMMARY: The VP Global Real Estate Strategy is a key member of PVH’s Global Real Estate team, reporting directly to the EVP, Global Real Estate.. Job InformationBD (Becton, Dickinson and Company)VP Commercial Data and Insights StrategyinFranklin LakesNew JerseyJob Description SummaryReporting to the Chief Marketing Officer, the Vice President, Commercial Data Strateg

talent management

Location
New York City, NY, United States
Posted on
Sep 05, 2022
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The VP, Global Talent Management is a highly visible role focused on strengthening the pipeline through progressive talent practices that build capability, increase diversity and enhance retention of talent to deliver the PVH+ Plan. The individual will be a driver of change and transformation and bring deep expertise in leading a team to design and execute talent programs that encompass strategic talent planning, performance management, coaching and mentoring, assessments and competency management. They will bring industry leading practices and evolve PVH’s overall maturity in the area of talent management. This leader will leverage creative thinking, agile design and the ability to both develop and operationalize strategic initiatives in a complex, global environment. They will also play a key part in shaping the culture that drives high performance and belonging.
PRIMARY RESPONSIBILITIES/ACCOUNTABILITIES OF THE JOB:
Strategic enterprise talent management, planning and succession
Lead development and deployment of approach to ongoing talent management that involves the ELT, senior business leaders, HR and Talent Leads to drive visibility and accountability of the business to develop talent that enhances readiness, builds capability and diversity in the pipeline
Evolve talent identification and succession practices to increase data-driven methodology and leverage technology
Set KPIs and target outcomes, and adjust plans accordingly; regularly prepare and share updates with executives and Board
Lead the development of enterprise training materials and tools to support talent practices and build HR capabilities
Work with the VP+ leaders and corresponding strategic HR Business Partners to create targeted development plans to support individual executives with a focus on high potential leaders and those in the pipeline for Enterprise Critical Roles
Partner with Total Rewards to develop and implement global talent planning and mobility strategy and associated practices and processes
Partner with the Learning & Talent Development COE to design and implement development programs for high potentials
Assessment & Coaching Practice
Oversee success profile development and updates to ensure current and future leaders are being developed against what PVH has determined is critical for success.
Develop and direct practice for creating assessments for the purposes of selection, development and identification of high potentials
Refine practices based on data insights
Provide assessment coaching and feedback and support development planning
Oversee coaching practices and partnerships
Global Performance Management (P&D):
Oversee the design and delivery of PVH’s enterprise performance management / P&D strategy to support a culture of high performance, engagement and accountability
Update the enterprise philosophy to drive alignment of individual priorities in support of business strategies, ensure performance links to pay and create a more consistent approach in the process, system configuration, tools and communications
Partner with HR, regional COEs, Total Rewards and HRIS teams to lead the design and execution of P&D enhancements to build HR and leader capabilities in assessing and calibrating performance and to leverage technology, tools and data
Partner with Total Rewards to evolve and strengthen PVH’s pay-for-performance philosophy
Partner with regional leadership and HR to align and adapt the enterprise P&D approach for retail and W&D
Global Mentoring Program
Oversee the ongoing design and implementation of the PVH Global Mentoring program to scale across the enterprise to build a capable and diverse talent pipeline
Manage program with data-driven approach to include needs identification, platform effectiveness, and analytics on participant experience and outcomes to recommend areas of improvement
Facilitate and ensure education session are delivered for HR & Talent teams, business leaders and mentoring program participants
Partner with the regions/functions to implement mentoring framework, supporting tools and build capability
PVH Leadership Behaviors / Competency Management
Own PVH’s competency model management and the continued implementation of the PVH Leadership Behaviors to improve the organization’s ability to leverage and apply the Behaviors across the talent life cycle and support a culture of growth and high performance.
Oversee development and adoption of related tools in partnership with global and regional COEs including interview and development guides, e-learning modules, activators, etc.
Serve as competency model expert and provide consulting guidance to HR, Talent teams and the business
Point of contact with external partners for ongoing competency management and enhancements which may include creation of new tools, model updates and incorporating into various assessments
QUALIFICATIONS & EXPERIENCE:
Experience:
10+ years in organizational development, coaching and assessments, leading projects/initiatives targeted at the executive level and related.
10+ years in talent management, development or as HR Business Partner or consultant
Working in large global, matrixed organizations, ideally with firms recognized for excellent practices in talent development
Implementing large scale, global HR programs including performance management and mentoring, with heavy change management focus
Strong knowledge of competency models
With various assessment tools and instruments preferred
Interpreting various data and synthesizing to ensure audience understanding
Facilitating to senior leaders/C-suite
Managing teams and cross-functional working groups
Education:
Master’s degree in industrial/organizational psychology, organizational development, applied behavioral science or related discipline, with PhD preferred
Certifications in various talent programs and assessment tools such as 360-degree assessments, coaching certification, personality assessments, and related
Skills:
Strong organization, analysis, and strategic planning skills
Strong interpersonal skills; positive, energetic, empathetic and open minded
Confident and comfortable presentation skills
Flexibility to adjust quickly to changes and deliver on tight deadlines
Strong internal consulting skills
Strong management and collaboration skills
Excellent written and verbal communication skills with the ability to create and deliver executive presentations
#LI-YM2 #LI-Hybrid
**MEMBERS ONLY**SIGN UP NOW***. . or its subsidiary (PVH) is an equal opportunity employer and considers all applicants for employment on the basis of their individual capabilities and qualifications, consistent with applicable law and without regard to race, color, sex, gender identity or expression, age, religion, creed, national origin, citizenship status, sexual orientation, genetic information, physical or mental disability, military status or any other characteristic protected under federal, state or local law. In addition to complying with all applicable laws, PVH also has a strong corporate commitment to inclusion, diversity and to ensuring that all current and future PVH associates are compensated solely on job-related factors such as skill, ability, educational background, work quality, experience and potential. To achieve these goals, across the United States and its territories, PVH prohibits any PVH employee, agent or representative from requesting or otherwise considering any job applicant’s current or prior wages, salary or other compensation information in connection with the hiring process. Accordingly, applicants are asked not to disclose this salary history information to PVH
,industry:Retail,title:VP, Global Talent Management - **MEMBERS ONLY**SIGN UP NOW***. .,datePosted:2022-09-06T00:00:00.000 0000,@context:**** Resources,responsibilities:The VP, Global Talent Management is a highly visible role focused on strengthening the pipeline through progressive talent practices that build capability, increase diversity and enhance retention of talent to deliver the PVH Plan. The individual will be a driver of change and transformation and bring deep expertise in leading a team to design and execute talent programs that encompass strategic talent planning, performance management, coaching and mentoring, assessments and competency management. This leader will leverage creative thinking, agile design and the ability to both develop and operationalize strategic initiatives in a complex, global environment. Lead development and deployment of approach to ongoing talent management that involves the ELT, senior business leaders, HR and Talent Leads to drive visibility and accountability of the business to develop talent that enhances readiness, builds capability and diversity in the pipeline. Evolve talent identification and succession practices to increase data-driven methodology and leverage technology. Set KPIs and target outcomes, and adjust plans accordingly; regularly prepare and share updates with executives and Board. Lead the development of enterprise training materials and tools to support talent practices and build HR capabilities. Work with the VP leaders and corresponding strategic HR Business Partners to create targeted development plans to support individual executives with a focus on high potential leaders and those in the pipeline for Enterprise Critical Roles. Partner with Total Rewards to develop and implement global talent planning and mobility strategy and associated practices and processes. Partner with the Learning & Talent Development COE to design and implement development programs for high potentials. Oversee success profile development and updates to ensure current and future leaders are being developed against what PVH has determined is critical for success. Develop and direct practice for creating assessments for the purposes of selection, development and identification of high potentials. Refine practices based on data insights. Provide assessment coaching and feedback and support development planning. Oversee coaching practices and partnerships. Oversee the design and delivery of PVH’s enterprise performance management / P&D strategy to support a culture of high performance, engagement and accountability. Update the enterprise philosophy to drive alignment of individual priorities in support of business strategies, ensure performance links to pay and create a more consistent approach in the process, system configuration, tools and communications. Partner with HR, regional COEs, Total Rewards and HRIS teams to lead the design and execution of P&D enhancements to build HR and leader capabilities in assessing and calibrating performance and to leverage technology, tools and data. Partner with Total Rewards to evolve and strengthen PVH’s pay-for-performance philosophy. Partner with regional leadership and HR to align and adapt the enterprise P&D approach for retail and W&D. Global Mentoring Program. Oversee the ongoing design and implementation of the PVH Global Mentoring program to scale across the enterprise to build a capable and diverse talent pipeline. Manage program with data-driven approach to include needs identification, platform effectiveness, and analytics on participant experience and outcomes to recommend areas of improvement. Facilitate and ensure education session are delivered for HR & Talent teams, business leaders and mentoring program participants. Partner with the regions/functions to implement mentoring framework, supporting tools and build capability. ,directApply:true,skills:potential, talent management, talent planning, competency management, performance management, partnerships, creative thinking, lead development, hr, development, consistent, assessing, mobility strategy, talent development, global performance management, performance, transformation, diversity, accountability, data-driven, kpis, coaching, development planning, mentoring, talent identification, leaders, needs identification, strategic initiatives, business strategies, coaching and mentoring, analytics, communications, Human Resources - Early Talent Program Management Global Leadership Development Program, Manager - Global Talent Management & OE, SAP Talent Management Consultant, Client Relationship Director - Global Talent Acquisitions, Solution Manager - Global Talent Acquisition Operations, Senior Director - Global Talent Management, Global Talent Acquisition Strategy Consultant, Program Manager & Global Talent Acquisitions Excellence, Senior Director - Global Talent Acquisitions Excellence, Vice President - People Resources & Global Talent Acquisitions} VP, Global Talent Management - **MEMBERS ONLY**SIGN UP NOW***. . in New York, New York, United States of America | Human Resources at PVH Company info
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