00015 Store Support CenterLE_301 Hibbett Retail, Inc.
SUMMARY
Under general supervision, the Talent Management Business Partner is responsible for the design, creation, implementation and monitoring of programmatic events and initiatives with a centralized focus on the learning and development solutions for talent in the corporate and retail sector. Designs, develops, implements, and maintains learning plans, processes, and creates materials such as course syllabi and program content that are aligned with the learning needs of associates and business objectives. Plans, executes, and monitors maintenance of organizational learning programs, processes, and activities to ensure quality and meaningful learning. Works closely with leadership regarding the coordination and implementation of learner-centric initiatives and experiences. Works closely in a collaborative environment to assist in the learning and developing of high potential talent to build a diverse pipeline of future leaders.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Builds, produces, and rolls out learning plans for current needs as well as strategize for future needs.
Defines training needs, recommends solutions, and develops project plans to achieve deliverables.
Works collaboratively with diverse and cross functional teams, coordinates efforts with other team members and leaders in and outside the people division to create deliverables and drive value.
Develops and curates a range of training materials including presentations, online learning modules, and instructional guides.
Partners with leadership and upper management to advance a long-term strategy for future training needs.
Develops and implements strategies to advance top talent, as well as addressing employee engagement, development, and succession needs.
Creates and implements leadership, performance, and talent-based programs and initiatives.
Evaluates relevant training platforms on the impact of user experience and make recommendations to management.
Performs data analytics, leverage market trends, and incorporates best practices, giving insight to actionable plans while maximizing efficiencies for employees.
Consults with executive leaders, subject matter experts, and external vendors to create innovative talent management solutions to meet diverse business needs.
Works closely with HR Business Partners to identify talent, learning, performance management, and succession planning solutions and resources.
Performs other related duties as assigned.
Protects the company’s assets and financial information by ensuring the accuracy and effectiveness of internal control procedures and informing management and/or appropriate officials of potential fraud risk.
Travels up to 10% of the time.
SUPERVISORY RESPONSIBILITIES
QUALIFICATIONS
Master's Degree in adult learning or related field is preferred; bachelor’s degree required.
Five plus years of related experience.
Excellent written and verbal communication skills, with the ability to interact and influence at all levels.
HR Business Partner experience.
Knowledge of learning theories, talent strategies, and continuous performance management models.
Microsoft Excel, Microsoft Word, Microsoft PowerPoint.
Strong time management, organizational skills, and attention to detail.
Adaptable and resilient with strong influencing skills.
Proven ability to build credibility and trust.
REQUIRED SKILLS/ABILITIES
Customer Focus:
Is dedicated to meeting the expectations and requirements of internal and external customers. Gets first-hand customer information and uses it for improvements in products and services. Acts with the customer in mind. Establishes and maintains effective relationships with customer and gains their trust and respect.
Result-Oriented:
Focuses on desired results and sets and achieves challenging goals. Identifies and meets with appropriate parties to advance an understanding of the project goals and desired outcomes, utilizes project management tools and techniques to ensure projects remain on target and on budget, demonstrates a flexible approach to work and projects to achieve cost-savings and to attain goals, effectively engages team members’ participation in achieving goals by identifying strengths of members and assigning tasks based on strengths.
Conflict Management: Reads situations quickly. Good at focused listening. Can hammer out tough agreements and settle disputes equitably. Can find common ground and get cooperation with minimum noise.
Self-Awareness: The ability to understand one's own emotions, thoughts, and values and understanding how they affect behavior and their impact on performance and relationships; understanding one’s strengths and opportunities to recognize where growth is needed.
Learning Agility: The ability and orientation to learn new things. A combination of skills that enables a person to learn, relearn and adapt to changing situations easily. The willingness and ability to learn from experience and then apply those lessons to succeed in new situations.
Listening: Practices attentive and active listening. Displays the patience to hear people out. Can accurately restate the opinions of others, even during times of disagreement.
JOB SPECIFIC/TECHNICAL COMPETENCIES Cross Functional Capacity:
Knows how to get things done in a complex, multilevel organization; Understands the role of interrelationships of each management function; Understands operations, merchandising, supply chain and support functions; Understands marketing and service functions; Understands how to use staff functions effectively; Considers all management functions when developing plans and implementing changes; Displays strong general management skills.
Change Management/Adaptability: Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities, facilitating the implementation and acceptance of change within the workplace. Responds resourcefully to new demands and challenges. Works constructively and calmly under stress and pressure. Works effectively in ambiguous situations. Handles tense situations without overreacting or becoming overly emotional. Maintains a constructive, positive outlook even when plans are thwarted.
Attracting and Developing Talent:
Creates an environment that provides direction and promotes continuous learning and development; Attracts and selects the best high-caliber talent by recognizing organizational as well as individual needs; Builds a strong team whose members have complementary strengths; Encourages and values diversity and inclusion in the organization's talent base; Accurately appraises the strengths and weaknesses of direct reports; Provides accurate, motivating feedback and constructive criticism; Recognizes and unleashes the full potential of others by providing the needed resources, coaching, experiences, and other support.
Industry Knowledge: The accumulation of knowledge and awareness relative to the specific industry. of interest. Has thorough knowledge of this industry's history and growth patterns. Applies knowledge of products and processes to understand key issues within own unit and across the organization.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to stand; walk; sit; use hands to type, handle or feel; and talk or hear.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually quiet to moderate.
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