Talent Development Partner (Part-time)

Reporting to the Plant HR Manager, this role will be responsible for the plant’s key talent processes, ensuring high standards in performance management and succession planning.

Working alongside the HR Business Partners and partnering with a range of stakeholders you will be required to understand and address talent development needs across the organisation, leading on designing & delivering development programmes that drive a focused approach to talent management.

‘Early Careers’ will form an integral part of the role, ensuring graduates meet performance expectations and facilitate development rotations (locally and internationally) decisively putting the right talent in the right place at the right time.

ROLE & RESPONSIBILITIES

• Interpret the established career ladders framework for the various job families to create succession planning initiatives by ensuring that individuals have access to multi-modal, continuous development opportunities.
• Develop and deliver implementation plans to ensure skills are assessed, measured, developed, and transferred in line with current and future business objectives
• Create competency frameworks for the individual job families based at the plant.
• Design, deliver and embed Leadership behavioural skills training in line with Stonehouse Values and competencies and aligned to the Global strategy
• Support the HR Manager with key strategic L&D/OD projects which support cultural and behavioural change at all levels across the Stonehouse Plant.
• Project lead for learning and development events. Create proposed agenda and engage employees and training providers to create timetable of events. Create collateral to communicate and promote the event and define and execute the communication plan. Work with stakeholders to deliver outcomes to defined deadlines.

• Regular attendance at plant communications to ensure understanding of the organisation, the importance of meeting customer as well as statutory and regulatory requirements
• Proactively ensures quality procedures and guidelines are followed to ensure quality objectives are met

Performance Management

• Lead the annual organisational capability and talent review process – monitoring and reporting on internal Performance Development Reviews (PDR) completion rates, preparing talent review packs with business leaders and assisting with the calibration process, ensuring alignment with PDR’s.
• Partnering with the HRBP’s, lead and influence the identification of learning needs and the optimal solutions to address skills gaps to ensure our people leaders are equipped with the skills required to recruit, retain, engage and develop their people

Entry level talent

• Responsibility for graduate, internal and apprenticeship learning strategies.
• Partnering with the lead technical training, responsible for managing the entry level talent programmes such as the graduate and apprenticeship programmes across various different business functions.
• Partnering with a range of stakeholders to help shape our early career development offering ensuring graduates meet performance expectations in their roles and facilitate movement around the department (locally and internationally) decisively putting the right talent in the right place at the right time.
• Create and build links with local schools, colleges and universities

Leadership Development

• Partner with the global talent manager  deliver leadership development programme in line with the Leadership Development Strategy in partnership with internal and external stakeholders
• Manage Leadership Development programme within a defined budget, ensuring tracking and delivery of clear and measurable return on investment for everything that's delivered
• Consult and collaborate across the organisation to understand leadership challenges and enable delivery of the best possible solutions and outcomes, delivering at pace whilst iterating the approach.
• Partner with and manage external specialists where needed, ensuring that they have a good understanding of the business and that what they deliver is aligned with business and leadership strategy and key messages in relation to leadership development.
• Role model the leadership attributes and company beliefs whilst carrying out all aspects of the role.
• Provide accurate, timely and valuable MI that clearly communicates to HR and business stakeholders the action that's taking place, the impact it's having and the support that's needed from them.

SKILLS

Mandatory

• Have a strong background in talent development
• Have experience in performance management, coaching others, designing and facilitating learning interventions at all levels of an organisation e.g. leadership, early careers, first line, women in leadership,
• Have experience and are capable of managing multiple projects
• Demonstrable track record of working in a corporate L&D function at ‘Partner’ level or equivalent.
• Evidence of collating and using data to drive training interventions and solutions.

QUALIFICATIONS/EDUCATIONAL/EXPERIENCE

Mandatory

• CIPD qualifications, recognised learning qualifications, although demonstratable relevant experience would be acceptable.
• 5 plus years related work experience as a generalist or specialist.

ATTRIBUTES

• Creativity
  • You will be comfortable influencing and challenging senior stakeholders across various functions and be able to create something from scratch with your innovation and ideas
• Problem Solving
  • Partnering with stakeholders to reach added value training and development solutions
  • The ability to robustly challenge the status quo
  • Be able to use your initiative and be pro-active in your approach
• Interpersonal Savvy
  • Be able to build robust working relationships quickly
  • Resilient with the ability to communicate effectively at all levels and be confident in your decision making
• Customer Focus
  • You will be working in a fast-paced HR department with, so you must be flexible and able to  adapt to change
  • Employees are at the centre of what we do

• To comply to Stonehouse Health, Safety and Environmental regulations such as PPE showing responsibility of personal safety and that of others.
• Treat work colleagues with respect. (Equality and Diversity)

SAFETY

You will consistently hear us say Safety PHIRST! We are committed to continually improving our strong safety performance to ensure that our employees go home as safe and as healthy as when they came in, or even better!

We also believe that health and safety is everyone’s responsibility, as such, PHINIA employees will know and comply with all applicable safety policies, standards and procedures.

Work is expected to be conducted in a manner that stresses the importance of preventing incidents and illnesses, including attending all required safety meetings and training.

The hazards of each task shall be assessed and the risk shall be managed accordingly. It is expected that all incidents , near misses and unsafe conditions are immediately reported to the direct manager, Human Resources or Safety Representative.

ADDITIONAL INFORMATION

In addition to the above requirements, the person must comply with all Stonehouse Policies and Procedures relevant to the role and treat colleagues and work colleagues with respect.

This Job description outlines the duties required, it is not a comprehensive or exhaustive list and the Line Manager may vary duties from time to time which do not change the general character of the job or the level of responsibility entailed. Flexibility is required from all job holders.

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