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EMEA Talent, Organization & Strategy Director

Date: Apr 7, 2021

Location: Pero, Milan, IT, 20016

Company: Whirlpool Corporation

Role Objective

Utilizing understanding of the Regional Business Strategy, Talent, and Organization, partner with Regional business and HR Leadership Teams to drive People Excellence agenda & Talent and Org initiatives and metrics that enable delivery of the Business & Global HR Strategy.

Essential Responsibilities

Regional People Excellence Strategy & Planning

Partner with the Regional HR lead, President & Leadership Team to develop the People Excellence Agenda & associated goals/metrics needed to enable delivery of the business strategy (in strong connection with Global People Excellence Agenda and Global & Regional Strategic Imperatives).

Ensure deep understanding of Regional Business strategy, partner with Global HR CoEs to ensure business needs are incorporated into CoE strategies, processes, etc. 

Ensure robust annual Talent and Org planning/calendar, drive overall execution of talent and org. practices & processes across the region & enable appropriate business & HR leaders to drive within their function (with necessary tools, coaching, etc.)

Ensure deep understanding of Regional “State of Org & Talent”, utilizing data and insights (i.e. attrition, future talent pipeline, engagement, current talent makeup, org makeup, etc.), utilize to inform PE Agenda & initiatives. 

Utilize deep talent and organizational effectiveness knowledge and experience to act as a coach to the region, building capability across Extraordinary Performance, Great People, and Winning Culture.

Facilitate annual org planning, S&F profit planning and talent processes for the function in the region, being aligned with Strategy & Planning corporate function.

 

Talent Management 

Lead annual talent management processes across regions including EPE / Performance Management, Talent Assessment, Succession Planning, & Employee Engagement. 

Drive broader, ongoing talent management practice areas within the region. (EX: Succession Planning : Identification and management of High Impact Roles, approach to succession planning gap closure, etc.)

Partner with Regional President & HR lead to manage talent processes directly focused on leadership population (EX: NAR Director+). 

Lead planning and regional embedment of new Talent Management initiatives (EX: EPE, Listening Strategy). 

Partner with Global Talent Acquisition on sourcing strategies and execution needed to address key talent gaps (EX: critical leadership roles, proactive sourcing/market mapping to address succession gaps, critical skill sets, leadership pipeline programs, etc.).

Partner with Global Learning & Development on development and regional execution of programs associated with leadership development, people leader effectiveness, onboarding, mentoring, etc. 

Ensure deep understanding of individual, key talent within the region (EX: leadership talent, next generation talent, talent in critical roles). 

Enable strategic talent management practices such as early identification, understanding of individual employee motivators and associated development & retention, career acceleration assignments, reward & recognition, etc. 

Ensuring the region is differentiating performance and rewarding top talent to drive retention and business outcomes.  Promote talent sharing across the business.

 

Organizational Effectiveness

Lead large scale organizational effectiveness initiatives across the region to ensure org design aligned to the business strategy / priorities. 

Play a critical role in complex functional organizational effectiveness initiatives, ensure utilization of organizational effectiveness framework, tools, etc. 

Lead strategic workforce planning for both organizational design shifts and talent for leadership and key roles across the region.

Partner with Data & Analytics COE and HR Operations to establish necessary data and system enablement of Org. Governance, manage regional Org. Governance process as needed.

 

Inclusion & Diversity

Partner with Global Inclusion & Diversity on I&D strategy and regional execution needed to drive an Inclusive culture and increased diverse representation of the employee base.

Partner with Regional President & HR lead to ensure Inclusion & Diversity lens embedded directly into Talent and Org processes, unconscious bias actively understood and cared for. 

Minimum Qualifications

7 years of HR business partner experience

Bachelor’s degree

 

Preferred Qualifications

Prior talent management, talent COE experience

Master’s degree

 


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