Chemonics International is seeking a Sr. Director of Talent Management and Learning. The Sr. Director, Talent Management and Learning plays a critical role in developing and implementing talent management strategies that align with Chemonics' mission and vision. The Sr. Director is responsible for enterprise-level design, implementation, and ongoing evaluation of Chemonics' talent management framework and processes related to talent acquisition, performance management, employee retention, succession planning, and leadership development. Relying on data from across company systems and integrating employee feedback into analysis, the Sr. Director leads the conceptual design of analytics, tools, and training to inform leadership decisions to drive HR investments that support our global One Team culture and employee experience. The Sr. Director ensures the integration of Chemonics' global diversity, equity, and inclusion (DEI) strategy into all talent management systems, structures, and processes. Works collaboratively across HRD, business lines, and shared services to establish enterprise-level HR professional standards, guidance, and training. The Sr. Director is expected to collaborate closely and inclusively across all of HRD and with stakeholders across the company, demonstrate excellent customer service, and provide timely consultative expertise to help find solutions for emerging HR challenges. We are looking for individuals who have a passion for making a difference in the lives of people around the world.

Responsibilities:

• Provides overall leadership, management, and strategic vision for the Talent Management and Learning (TML) department
• Develops and implements enterprise-level talent management strategies, initiatives, and programs that support the recruitment, development, and retention of high-performing employees, in alignment with best practices, Chemonics' corporate strategy, and DEI principles
• Creates and maintains the enterprise-level talent management framework, including performance management, employee development, career pathways, and succession planning
• Drives the development and implementation of enterprise-level employee learning framework and appropriate development programs to enhance employee skills, knowledge, and performance. Partners with business lines and shared services as needed to develop targeted content
• Leads the analysis of feedback collected from staff through employee engagement survey, ad hoc surveys, exit surveys, and other avenues to inform corporate action and future talent and culture investments
• Leads and collaborates closely with the Executive Leadership Team and other HR Business Line Leads in the development and roll-out of HR professional standards, guidance, and training to support consistent and strengthened HR management across Chemonics' corporate and project offices
• Oversees continuous improvement of Chemonics' applicant tracking system (ATS) and legal compliance with Department of Labor/Office of Federal Contracting Compliance Program (DOL/OFCCP) and Equal Employment Opportunity (EEO) regulations of recruitment process for all US-based staff, collaborating across teams and divisions to ensure a compliant and positive end-user experience and smooth on-boarding up to orientation
• Manages the TML teams, providing frequent and timely feedback, mentors staff for growth, and conducts annual performance management reviews
• Oversees the maintenance and regular updates of my HR related to talent acquisition, talent management, and learning
• Ensures compliance and collaborates with General Counsel on advising Executive Leadership in response to DC Office of Human Rights and Equal Employment Opportunity Committee investigations. Collaborates with other HR Business Leads as required
• Stays abreast of industry trends and HR best practices and makes recommendations for continuous improvement to drive organizational performance
• Performs other assignments, business development, special initiatives, duties and responsibilities as required
• Serves as acting SVP, HR as needed

Requirements:

• Bachelor's degree or equivalent work experience, HR and/or DEI certifications required
• Minimum of 10 years of relevant, progressive HR management experience, experience in organizational change management and communications strongly preferred
• Strategic thinker with strong interpersonal and communication skills, able to design and implement HR strategies that align with organizational goals and desired business outcomes
• Previous experience working and collaborating with executives, senior leaders, and stakeholders to design and implement talent management initiatives
• Demonstrated experience in managing a diverse workforce and promoting diversity and inclusion initiative
• Ability to operate at advanced levels of authority and control significant activities, and resources to produce and take responsibility for results
• Strong knowledge of MS Office applications and word processing abilities required, SmartSheet preferred
• Demonstrated ability to provide proactive customer service to both internal and external clients required
• Ability to maintain discretion and work with highly confidential and/or protected information
• Exhibits high emotional IQ with emphasis on empathy and compassion
• Demonstrated leadership, versatility and integrity

Applyby May 10, 2024. No telephone inquiries, please. Finalists will be contacted.

Chemonics is an Equal Opportunity Employer
Chemonics is an equal opportunity/affirmative action employer and does not discriminate in its selection and employment practices. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, protected veteran status, genetic information, age, or other legally protected characteristics. Military veterans, AmeriCorps, Peace Corps, and other national service alumni are encouraged to apply.

Pay Transparency Nondiscrimination Provision
Chemonics will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Chemonics, or (c) consistent with Chemonics legal duty to furnish information. 41 CFR 60-1.35(c)