At DICK’S Sporting Goods, we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams. We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve.

　　If you are ready to make a difference as part of the world’s greatest sports team, apply to join our team today!

　　OVERVIEW:

　　The Talent Management Lead must be a forward-thinking Talent Management professional with strong analytical skills, and experience leading enterprise-wide initiatives aimed at improving the overall effectiveness of the organization and its leaders.

　　This person plays a crucial role in developing and implementing strategies develop and retain key talent within the organization. This involves overseeing various aspects of talent management, including employee development, performance management, and succession planning.

　　Job Duties & Responsibilities

　　Career Development:

　　Develop career framework, manages career development strategies and support employees in creating individual development plans.

　　P artner with HR Business Partners community to understand their client groups strategic business objectives and help them develop, initiate, and maintain effective programs for workforce retention, talent development and succession planning.

　　Evaluate and monitor the effectiveness of talent management and learning programs in support of career development.

　　Performance Management:

　　Develop and manage the talent management roadmap and portfolio of work to ensure alignment to strategic priorities and business goals (Performance Management, Talent Review, etc).

　　Manages the performance appraisal process, ensuring fairness and consistency.

　　Develop tools and resources aiming to drive performance and feedback culture by upskilling managers.

　　Facilitate the development of performance goals for individuals and teams.

　　Ensure goal alignment across the organization and monitor progress towards setting goals

　　Assessments:

　　Define assessment strategy for development and succession planning across enterprise (Corporate, Stores and DCs)

　　Manages multi rater feedback tools and 360 feedback process in support of development planning.

　　Succession Planning:

　　Manage the design, development and implementation of the talent review and game planning process and creation of an internal bench of top talent.

　　Collaborate with HRBP and business leaders to identify key positions and develop succession plans.

　　Assess and develop internal talent to fill critical roles in the organization.

　　Ensure a pipeline of qualified candidates for key positions through talent development initiatives.

　　Talent Analytics and Reporting:

　　Utilize talent data and analytics to assess the effectiveness of talent management programs.

　　Generate reports on key talent metrics and provide insights for continuous improvement.

　　Working closely with the HR Analytics team to identify tangible workforce insights that can be translated into action plans and improved organizational performance.

　　QUALIFICATIONS:

　　Bachelor's Degree

　　5-7 years of experience

　　Minimum of 5 years of organizational change, organization design, communication, and/or talent management experience

　　Experience applying a structured change leadership approach and methodology for large scale organizational initiatives

　　Expertise in talent management, organizational development, and leadership development within a fast paced environment

　　Strong experience with program level measurements and evaluation

　　Strong program management and facilitation skills and ability to support and mentor others in these domains.

　　Excellent oral and written communication skills, with the ability to communicate complex information in an approachable manner

　　Strong business and HR acumen, including strong problem-solving skills, critical thinking, and willingness to be vocally self-critical

　　Bachelor's Degree

　　5-7 years of experience

　　Minimum of 5 years of organizational change, organization design, communication, and/or talent management experience

　　Experience applying a structured change leadership approach and methodology for large scale organizational initiatives

　　Expertise in talent management, organizational development, and leadership development within a fast paced environment

　　Strong experience with program level measurements and evaluation

　　Strong program management and facilitation skills and ability to support and mentor others in these domains.

　　Excellent oral and written communication skills, with the ability to communicate complex information in an approachable manner

　　Strong business and HR acumen, including strong problem-solving skills, critical thinking, and willingness to be vocally self-critical