Leo A Daly & Lockwood, Andrews & Newnam, Inc.

  • Corporate Director of Talent Development

    Job Locations US-NE-Omaha | US-TX-Houston
    Req No.
    2018-3801
    Category
    Human Resources
    Type
    Regular Full-Time
  • Overview

    At LEO A DALY, we believe that everything we do is for the enrichment of the human experience. Our commitment to this principle starts with our commitment to our people. We strongly believe that every employee of LEO A DALY should feel fulfilled, supported and inspired every day to create, design, and innovate.


    The Corporate Director of Talent Development will be passionate about the professional talent and culture of LEO A DALY. This accomplished individual will have an intense commitment to helping people maximize their individual talents and leveraging those talents to reach the height of career achievement. Integrity and phenomenal interpersonal skills are combined with their love of talent development.  

     

    Reports to: Chief Financial Officer

    Location: Omaha Nebraska or Houston Texas

    Responsibilities

    The Corporate Director of Talent Development will be responsible for the strategic development of talent of both brands: LEO A DALY and Lockwood, Andrews & Newnam, Inc. (LAN), a LEO A DALY Company.

     

    The responsibilities of the Corporate Director of Talent Development include key indicators under the following categories: Talent Development and Coaching; Employee Engagement and Retention; Performance Management; Recruitment; and Administration.  The primary responsibility of this position is to develop talent while being exceptionally passionate about people and helping them through and toward career achievement with an unwavering commitment to success. They will successfully convey this passion by leading and coordinating company-wide efforts to ensure that business and human strategies are aligned, performance management and quality improvement programs are developed and managed. This position will also lead the firm’s employment life-cycle efforts through effective sourcing and recruiting of talented employees as well as maintaining effective programs for retention, development, promotion and succession planning. A successful employment history demonstrating a strong commitment to developing others toward extraordinary achievement is essential. The specific key points of responsibility are outlined as follows:

     

    Talent Development and Coaching

    1. Coach and mentor high performing employees and connect them with effective leadership so that they reach their fullest potential at the company.
    2. Coordinate the company’s annual Leadership Development program in conjunction with the Program Coach/Instructor and leadership.

    Employee Engagement and Retention

    1. Work closely with office level leadership to develop, initiate and maintain effective programs for workforce retention, development, promotion and succession planning. Consideration must be made for both the Company’s and each office’s specific function and needs.
    2. Evaluate and implement capabilities for real-time feedback on employee impact and effectiveness.
    3. Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning) driving deliberate action plans at the appropriate levels.
    4. Work closely with the Human Resources department to collect and coordinate aggregate data for the talent pool and translate metrics into insights through data analysis that drives deliberate action plans at the appropriate levels.

    Performance Management

    1. Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent. In consultation with Human Resources, manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation instruments.
    2. Participate in organizational strategic planning and provide leadership for Performance Management and Quality Improvement policy development.
    3. Use a data driven focus that sets priorities for improvements so that people and business strategies are aligned.
    4. Research and assist in the development of Performance Management training programs that focus on enabling the workforce to achieve improvements while prioritizing organizational concerns.
    5. Ensure that organization-wide talent development and Performance Management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.

    Recruitment

    1. Lead the recruitment of full-time, part-time and intern personnel. Manage full life-cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire. This position will be more directly involved in the recruitment of key leadership positions.
    2. Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
    3. Serve as a business partner with leadership to develop effective sourcing and recruitment strategies that result in talented employees joining the firm. Develop effective relationships within the organization and the hiring community to positively impact the recruiting and hiring process.      
    4. This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department and the firm; for example, hiring managers and leaders of teams. Depending on necessity and demand, this position could be assigned to manage 2-3 recruiters.

    Administration

    1. Create and maintain an environment of equal employment opportunity, diversity and competitive advantage in support of the company's diversity and inclusion strategic plan.
    2. Conduct presentations and training company-wide.

     

    Qualifications

    The qualified candidate will possess several specific characteristics that contribute to the overall success of talent across the company including: a natural inclination as a strong communicator, acute interpersonal relationship skills, discretion and confidentiality, professional relationship development; superior emotional intelligence skills, and the ability to uphold and maintain a genuine, authentic and transparent character.

     

    An exceptional Corporate Director of Talent will be most comfortable working with others, at ease with face-to-face communications and willing to travel to any office to make the connections that are needed company-wide. The ideal person for this position is exceptionally talented at developing and creating relationships cross-platform and has achieved measurable success doing this for other large national and international companies.

     

    REQUIREMENTS AND PREFERRED EXPERIENCE

    1. Required demonstrated experience designing, developing and supporting organization-wide talent development programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship development.
    2. Bachelor’s degree preferred, commensurate experience considered.
    3. 10 to 15 years of broad HR experience including talent acquisition, talent development and performance management required.
    4. SHRM certifications a plus.
    5. Recent experience recruiting in multiple areas and levels, including hiring for nonexempt, exempt and leadership positions required.
    6. Professional services experience required. Experience in the Architecture and Engineering industry is helpful.
    7. Previous experience in capturing metrics and producing various employment reports required.
    8. Experience in all areas of candidate sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs.
    9. Overnight travel will be expected to the company’s various US locations, perhaps as much as 25% of the time.

    Position Type/Expected Hours of Work

     

    Some flexibility in hours is allowed, but the employee must be available during the "core" work hours of 9:00 a.m. to 4:00 p.m. and must work 40 hours each week to maintain full-time status. Occasional evening and weekend work may be required as job duties demand.

     

    Other Duties

     

    Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

     

     

     

    EEO Information

    Leo A Daly Company is an Equal Opportunity Employer and gives consideration for employment to qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. Leo A Daly Company, is committed to ensuring equal employment opportunity, including providing reasonable accommodations to individuals with a disability. Applicants with a physical or mental disability who require a reasonable accommodation for any part of the application or hiring process may contact the Human Resources Department at 402-391-8111. For more information about your rights under the law, see EEO is the Law

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