Hydro Extrusions is a world-leading aluminium extrusion business counting around 100 production sites in 40 countries and employing 20,000 people. Through our unique combination of local expertise, global network, and unmatched R&D capabilities, we can offer everything from standards profiles, to advanced development and manufacturing for most industries. Since 1905, Hydro has turned natural resources into valuable products for people and businesses with focus on a safe and good workplace for our 30,000 employees in more than 140 locations.
Hydro is committed to leading the way in shaping a sustainable future and in doing so, creating more viable societies by developing natural resources into products and solutions in innovative and efficient ways to industries that matter.
Job Location: Rosemont, IL
Hydro employees can enjoy several benefits including:
- Medical, Rx, Dental, Disability, Life Insurance, Flexible Spending Accounts
- Retirement Savings Plans with Company Match/Contributions
- Education Assistance
- Bonus Plan Eligibility
- Parental Leave
Job Summary:
The talent management / organizational development (TMOD) business partner leads and facilitates the planning and administration of all talent management, leadership development and team effectiveness programs and practices for Hydro, Extrusion North America. Reporting to the Human Resources Vice President of Hydro Extrusion North America, this position provides BU/regional TMOD implementation support as well as an independent, strategic viewpoint on all TMOD programs and practices in alignment with the regions. This position is a member of the organization’s Human Resource leadership team. The position will focus on leading, developing, implementing, and evaluating the Talent Development strategies, including succession planning, organizational design, performance management, talent assessment, leadership and team development, coaching, employee engagement and the use of appropriate talent management, team and leadership tools and practices to lead leaders, teams, and organization to drive performance excellence.
This very influential and highly visible role will combine a strategic and hands-on approach in overall talent and organizational design initiatives that align with the company’s growth plans to attract, optimize, and retain top talent as an employer of choice.
Required Education/Experience:
- Bachelor’s degree or higher in Organizational Development, Organization Effectiveness, Business, or related field.
Preferred Skills/Qualifications:
- Master’s Degree preferred.
- ODCP, SHRM, HRCI certifications preferred.
- 7+ years of experience in HR-related functions that includes management/ leadership development, organization development and talent review.
- Demonstrated orientation to understanding the business and business strategy.
- Ability to apply talent management process and tools to support strategic business objectives.
- Exceptional interpersonal, oral, and written communication, presentation, and facilitation skills.
- Exceptional project management skills, with a focus on delivering accurate results on time, on budget, and on goal.
- Highly organized and detail oriented; able to effectively prioritize and manage multiple priorities simultaneously.
- Ability to operate independently with minimal direction from manager.
- Driven leader with an inclusive mindset and ability to collaborate effectively across multiple levels.
- Ability to effectively consult and collaborate with Human Resources and senior business leaders on business strategy, organizational design, and talent optimization.
- Ability to work in a dynamic team environment.
- Proven coaching and influencing skills.
- Ability to adapt and lead through change and ambiguity in a dynamic growth environment.
Job Responsibilities:
Manages the Organization’s Talent, Leadership and Team Planning Processes
- Works collaboratively with the ENA organization, region leadership team and global HR team to develop a healthy leadership pipeline for the organization.
- Manages the strategy and execution of competency frameworks and people development, preparing the organization for the future of work and ensuring proper integration into talent management processes.
- Ensures that the design and execution of all talent development programs reinforces the culture and meets the core needs of the business.
- Ensures mechanism are in place to build accountability, measure results, continually improve and optimize the impact of talent development programs.
- Continuously innovates and improves talent, learning and development programs.
- Designs and drives a culture of high performance by providing a continuous improvement - learning environment framework through leading efforts that include; assessing & addressing capability gaps, program design and delivery via internal and external partnerships of management & leadership development solutions, 360 leadership coaching & development assessments, integration of leadership talent reviews with business reviews, and implementing the company’s approach to workforce planning and talent metrics.
- Leads the implementation of all talent, leadership and team planning processes, policies, and procedures at the Business Unit (BU) level or within the function which includes but is not limited to succession planning, leadership selection and assessment, leadership development planning and the site’s annual organizational development readiness plan.
- Consults with business leaders and HR partners to identify training needs and training gaps in the organization and develop talent strategies for specific teams/orgs/functions.
- Actively engages, coaches, and educates leaders and HR partners in the team effectiveness process including needs assessment, employee/team assessments tools, design and development of in-person and web-based training and facilitation sessions, team make-up and observations/feedback on team effectiveness competencies.
Development of Leaders in the Organization
- Champions the individual development of managers, directors, and emerging leaders.
- Positions new leaders for success by guiding the leader integration process (i.e., developing a 100-day plan and conducting leader integration sessions with teams).
- Educates senior leaders on individual development best practices and facilitates the overall implementation of career mapping of high potentials, emerging leaders and managers included as successors the site’s succession plans.
- Works with the organization’s leaders to develop organizational strategies that improve site or functional climate and business goals. This may include planning and developing site or functional change management plans, post-survey analysis and action plans, and senior leadership team development that supports the organization’s functions, mission, vision, and focus areas.
- Acts in support of ENA Leadership Development Programs by presenting, facilitating, and/or developing content or support materials for specified programs.
- Actively contributes to the continuous improvement of the team by leading special projects, conducting research, analyzing programs.
Care, Courage, & Collaboration
At Hydro We care about our People!
We care about Safety!
