Talent Management Specialist at Q2
If you are looking for a critical, strategic role driving talent management initiatives for a fast-growing company in the Fintech space, Q2 has a great opportunity for you!
As a member of the People & Community Development team, the Talent Management Specialist will have the responsibility to ready our Q2 population for new skills and experiences aligning with the company’s strategic goals and will help the company position our employees for growth by identifying skills as they exist now as well as any existing gaps.
This position will require direct contact with our most senior leadership team and strong connections within the People organization. He/she will manage global talent management efforts, resulting in data-driven measurements of events, programs and actions in order to iterate and improve results on an ongoing basis. Understanding our company’s strategy and aligning our talent management goals to that strategy are keys to success here. Acting as the talent management strategic advisor will include providing an independent, strategic view on growth, organizational design, team effectiveness programs and succession planning.
As part of Q2’s People organization, the People & Community Development team is instrumental in the future success of our 1700+ employees across the globe. We need your energy, enthusiasm, talent and drive to deliver in spite of obstacles to strengthen our people, our company and the communities in which we serve.
Continue the transformation of our performance management programs. This includes but is not limited to goal setting, tri-mester feedback/coaching conversations, continuous feedback approach, critical role, and critical talent identification, and succession planning
Assess employees’ skills and knowledge base to help identify training needs and gaps within the current workforce. Design approaches to address needs, including collaboration across the L&D function to utilize all resources required to meet most urgent needs. Manage a project roadmap with the development of curricula, launch of tools and programs to support the development needs aligned with our strategic initiatives. Leverage use of innovative learning approaches, including micro-learning and mobile learning to increase understanding and adoption of learning concepts
Support the continued development of a global approach to career management, providing employees with options and choice to continue to grow their skills and careers
Partner closely with the L&D specialists to ensure training is maximized and curriculum roadmaps align to motivate and engage employees improving, expanding their skills
Manage and measure work through identification of objectives/goals and business outcomes, clear measurement models and closed loop feedback process driving continuous improvement.
Serve as a talent solutions consultant and partner closely with leaders and HR business partners to offer relevant, viable development solutions to address business needs. In partnership with the HRBPs and business leaders, facilitate a focused approach on identifying and retaining top talent with a cadence of quarterly refresh rate
Ensure that organization-wide talent management and PM initiatives are focused and aligned on improving operational and program efficiencies and effectiveness
Partner with HRIS and Talent Analytics to collect, coordinate and aggregate data for talent pools, results and changes. Translate data into insights through data analysis in order to create and drive action plans at appropriate levels
Partner closely with other key roles in the People organization to ensure leadership selections are consistent, equitable and effective
Develop an assessment strategy for different types of assessments needed across the employee life cycle. Work to align compensation to our talent strategy and philosophy
Design & deliver presentations and training to build and coach effective teams through team-building activities, development activities and learning skills
Support employee engagement by being a leader in assessing, reporting on and responding to feedback which will improve engagement as needed
Develop and implement an overall strategic workforce planning roadmap that aligns industry best practices with current talent position, partnering closely with HRIS to configure new WD Talent Management tool and leading the design of its utilization across HR and the business to achieve desired results
Manage executive coaching consultants to support the growth of senior leaders
Proactively drive talent strategy planning for multi-year forecasts. Serve as trusted advisor and subject matter expert for workforce planning activities throughout the organization. Continuously assess existing workforce plans to ensure practical business alignment
Lead and facilitate workforce planning initiatives that may include: critical role/capability identification, environmental scanning, gap analysis, risk analysis and action planning
KNOWLEDGE AND SKILLS:
Bachelor’s degree in organizational development, human resources, education, instructional design, or a related field or equivalent experience
8+ years project and program design experience in several of the following areas: learning and development, talent management, organizational design, workforce planning, HR Business Partner roles
Experience working in a fast-paced environment
Deadline focused, organized and able to prioritize multiple projects
Deep understanding of adult learning theory, design and delivery; as well as experience in all those areas
Expert presentation and training facilitation skills, both in-person and virtual
Excellent verbal and written communication skills
Exceptional consulting, negotiation and coaching skills for all levels within the organization; as well as demonstrated successful experience at multiple levels of an organization
Must be proactively curious - investigate best practices, trends and innovations; use the knowledge to help shape our annual plan and priorities. Understands impact of emerging learning trends and their implications for and its customers
Proven problem solving and decision-making abilities, as well as strong analytical and critical thinking skills
Ability to work independently with solutions-focused approach; demonstrated personal drive and sense of urgency, pushing self and others for results; “hands on” approach and an independent thinker with strong organizational skills, customer focus and orientation.
Strong business acumen and knowledge of MS Office Suite, navigation of HCM systems, ability to leverage technology to deliver results critical for success
Global experience strongly preferred
At Q2, our goal is to be a diverse and inclusive workforce that fosters mutual respect for our employees and the communities we serve. Q2 is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.