544 Competency Mapping jobs in the United States

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history.

*This position description does not represent a current opening but may be used to identify candidates with skills and experience for positions within Northrop Grumman that frequently become available. Candidates who express an interest may be considered for future positions at Northrop Grumman.*

Northrop Grumman's Corporate Office is seeking candidates for a Principal Talent Management Specialist to help drive organizational change in the company's talent management strategies and practices to include succession management and performance management. This position is part of the enterprise Talent team and reports to the Manager, Talent Management.

• Implement talent management strategy and operationalize key talent programs including performance management, succession and talent planning.
• Promote and enable enterprise-wide utilization of talent management frameworks and Workday functionality including awareness, training, change management and resources for stakeholders.
• In partnership with the Manager, Talent Management and Manager, Organization Effectiveness, lead expansion of succession capability and accountability to leaders.
• Drive Goal Setting campaign in Q1.
• Reinforce feedback and coaching capabilities among leaders.
• Engage with stakeholders to collect feedback, gain alignment, deploy changes.
• Support exploration of future talent technology solutions.
• Analyze data to evaluate adoption trends, process effectiveness, and identify root causes related to Talent gaps.
• Support development and delivery of clear, concise, and data-driven presentations.
• Conduct benchmarking and research to stay abreast of talent management trends and best practices. Identify potential areas for improvement.
• A successful candidate will have the following characteristics:
• Unwavering ethics and values.
• Ability to "connect the dots" and identify interdependencies across talent processes.
• Agile mindset; willingness to work with speed to produce quality deliverables and iterate based on feedback.
• Strong partner and inclusive collaborator; ability to build strong consulting relationships focused on team, organizational and business success.
• Excellent interpersonal, verbal, written, and presentation skills; strong listening and team building skills.
• Business acumen; focused on how HR processes and tools accelerate business results.
• Ability to quickly learn and leverage talent systems functionality and reporting to advance talent management strategy and objectives.
• Critical thinking and strong data analysis skills to assess strengths and gaps in the talent and succession pipeline.
• Strong project management and attentiveness to detail to ensure accurate and complete talent data.

• Bachelor's degree and at least 6 years of experience or Master's degree and at least 4 years of experience in Talent Management, Employee Development and/or HR Business Partner/Leader experience or related disciplines.
• The candidate must have experience in leading projects, influencing/managing organizational change, and facilitating talent management processes including succession planning and development strategies.
• Must have strong relationship building skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change
• Proficient in Microsoft Office Suite, with particular emphasis on Excel and PowerPoint

• Master's degree in Organizational Development, Human Resources or Human Resource Development
• Certifications in Talent Management or Talent Development
• Experience with Workday succession planning functionality, performance review functionality, or other talent management systems or software.

Salary Range: $73,900.00 - $147,100.00 The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.

OrthoVirginia, Virginia's largest provider of expert orthopedic and therapy care, is currently seeking a full-time Talent Management Specialist to join our team! Along with a collaborative, team-oriented work environment, our outstanding employment package includes competitive salaries, excellent medical, dental, and vision benefits, paid time off (PTO), a generous 401k incentive plan, short-term and long-term disability insurance, life insurance, and a company-wide wellness program.

The Talent Management Specialist is responsible for the delivery of learning content and the deployment of tools and processes in support of OrthoVirginia's leadership and talent development vision.

Key Accountabilities and Responsibilities:

• Facilitate and deliver training and learning solutions for leaders and employees in a variety of modes including but not limited to classroom, virtual classroom, and lunch-and-learn instruction
• Primary accountability for and host of weekly live orientation session(s) for new hires
• Support the design of and lead various development process and tools across OrthoVirginia including but not limited to: mentorship, talent review, and succession planning
• Co-manage the annual performance and development process, tool, data, adaptation, reporting, and associated support & training.
• Build and analyze surveys and feedback tools for courses and talent management initiatives
• Organize and leverage data to identify critical opportunities to develop talent management tools and processes to support the organization in reaching its objectives
• Participate as a key planning lead in the annual leadership summit
• Collaborate with business leaders and HRBPs to deploy talent management strategies and learning.

Qualifications:

• Proven relevant work experience to execute the duties and responsibilities independently and confidently; proven experience in the development, management, and execution of learning or training programs as well as the field of talent management
• Strong, dynamic facilitation and engagement experience and expertise
• Proven and advanced analytical abilities
• Experience developing training content is preferred
• Skilled at working as a part of a team and independently as needed
• Strong written and verbal communication skills
• Proven experience and success in driving change in talent management or human resources
• Bachelor's degree in business, human resources, or other related field OR equivalent practical experience
• Proficiency in video conferencing software (Teams) and Microsoft Office products including Excel; experience in Workday Learning and Peakon preferred.
• A strong desire to positively influence company culture and engagement

Location: Hybrid - Richmond, Virginia

RELOCATION ASSISTANCE: No relocation assistance available CLEARANCE TYPE: None TRAVEL: Yes, 10% of the Time Description At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. This position description does not represent a current opening but may be used to identify candidates with skills and experience for positions within Northrop Grumman that frequently become available. Candidates who express an interest may be considered for future positions at Northrop Grumman. Northrop Grumman's Corporate Office is seeking candidates for a Principal Talent Management Specialist to help drive organizational change in the company’s talent management strategies and practices to include succession management and performance management. This position is part of the enterprise Talent team and reports to the Manager, Talent Management. Key Responsibilities: Implement talent management strategy and operationalize key talent programs including performance management, succession and talent planning. Promote and enable enterprise-wide utilization of talent management frameworks and Workday functionality including awareness, training, change management and resources for stakeholders. In partnership with the Manager, Talent Management and Manager, Organization Effectiveness, lead expansion of succession capability and accountability to leaders. Drive Goal Setting campaign in Q1. Reinforce feedback and coaching capabilities among leaders. Engage with stakeholders to collect feedback, gain alignment, deploy changes. Support exploration of future talent technology solutions. Analyze data to evaluate adoption trends, process effectiveness, and identify root causes related to Talent gaps. Support development and delivery of clear, concise, and data-driven presentations. Conduct benchmarking and research to stay abreast of talent management trends and best practices. Identify potential areas for improvement. A successful candidate will have the following characteristics: Unwavering ethics and values. Ability to “connect the dots” and identify interdependencies across talent processes. Agile mindset; willingness to work with speed to produce quality deliverables and iterate based on feedback. Strong partner and inclusive collaborator; ability to build strong consulting relationships focused on team, organizational and business success. Excellent interpersonal, verbal, written, and presentation skills; strong listening and team building skills. Business acumen; focused on how HR processes and tools accelerate business results. Ability to quickly learn and leverage talent systems functionality and reporting to advance talent management strategy and objectives. Critical thinking and strong data analysis skills to assess strengths and gaps in the talent and succession pipeline. Strong project management and attentiveness to detail to ensure accurate and complete talent data. Basic Qualifications: Bachelor’s degree and at least 6 years of experience or Master’s degree and at least 4 years of experience in Talent Management, Employee Development and/or HR Business Partner/Leader experience or related disciplines. The candidate must have experience in leading projects, influencing/managing organizational change, and facilitating talent management processes including succession planning and development strategies. Must have strong relationship building skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change Proficient in Microsoft Office Suite, with particular emphasis on Excel and PowerPoint Preferred Qualifications: Master's degree in Organizational Development, Human Resources or Human Resource Development Certifications in Talent Management or Talent Development Experience with Workday succession planning functionality, performance review functionality, or other talent management systems or software. Salary Range: $73,900.00 - $147,100.00 The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business. The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions. #J-18808-Ljbffr

Due to continued growth, we are seeking a Talent & Development Specialist in our Midtown Atlanta headquarters to join our team. This role will report to the Talent & Development Manager and will work closely with the Human Resources team and other operations professionals on a variety of tasks and projects as we enter the next phase of company growth.

The Talent & Development Specialist will lead and support strategic initiatives across Talent Management and Learning & Development. This role will play a key role in enhancing our people infrastructureoptimizing performance processes including performance management, and project management and delivery of impactful learning programs that support our consultants' growth and are aligned to our career path and competency frameworks.

Talent Management

• Talent Contact : Equip the business with the tools, insights, and guidance needed to effectively align talent strategies with business objectives and act as trusted advisors to all Practices.
• Talent Planning : Support capability mapping, succession planning in collaboration with business leaders, and identify high-potential talent for succession pipelines.

• Talent Calibration : Partner with HR and business leads to support talent calibration processes that inform promotion decisions, succession planning, and individual development plans.

• Performance Management : Partner with the business to support goal setting, coach managers on effective goal alignment, and implement continuous feedback practices
• Performance Enablement : Lead mid-year and annual performance processes including timelines, manager briefings, employee training, system configuration and readiness, and communications
• Talent Analytics : Track and report on key talent metrics and performance trends to inform decision-making.
• Coaching Resources : Own the development of resources and tools that enable managers to have effective development and feedback conversations. Develop toolkits, conversation guides, and career path templates for use by managers and employees.
• Evaluate Impact : Continuously assess and refine the performance management processes to enhance efficiency and the user experience

Training and Development

• Engage with HR leadership to identify, and coordinate career development training opportunities
• Collaborate with the Learning & Development team to identify skill gaps and recommend relevant programs or resources.
• Advise on individual training plans, incorporating feedback from employees, past reviews/development objectives and leadership
• Assist with project support for learning programs and offsites as required

Qualifications

• 5+ years of progressive HR experience, including Talent Management
• A passion for HR and people strategy/development
• PHR, SPHR, CPP, FCP or other HR related certifications a plus
• International HR experience a plus
• Previous experience working in a small to mid-size global professional service company is preferred.

Professional Skills and Attributes

• Excellent communication, and relationship-building skills with the ability to establish and grow relationships at all levels in the organization
• Be equally comfortable leading projects and executing day-to-day tasks, while managing timelines and resources effectively.
• Comfortable working independently with minimal oversight, but can thrive in a team setting; all while working in a fast-paced environment
• Dependable and able to work under pressure to meet deadlines as required
• Proven experience with access to confidential information as well as a strong sense of urgency
• Data-driven mindset with the ability to interpret metrics and a strong attention to detail

Technology skills

• Working knowledge of Workday
• Proficiency in Microsoft Office, specifically in MS Excel, MS Word, and MS PowerPoint

Secretariat is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history.

*This position description does not represent a current opening but may be used to identify candidates with skills and experience for positions within Northrop Grumman that frequently become available. Candidates who express an interest may be considered for future positions at Northrop Grumman.

Northrop Grumman's Corporate Office is seeking candidates for a Principal Talent Management Specialist to help drive organizational change in the company's talent management strategies and practices to include succession management and performance management. This position is part of the enterprise Talent team and reports to the Manager, Talent Management.

• Implement talent management strategy and operationalize key talent programs including performance management, succession and talent planning.
• Promote and enable enterprise-wide utilization of talent management frameworks and Workday functionality including awareness, training, change management and resources for stakeholders.
• In partnership with the Manager, Talent Management and Manager, Organization Effectiveness, lead expansion of succession capability and accountability to leaders.
• Drive Goal Setting campaign in Q1.
• Reinforce feedback and coaching capabilities among leaders.
• Engage with stakeholders to collect feedback, gain alignment, deploy changes.
• Support exploration of future talent technology solutions.
• Analyze data to evaluate adoption trends, process effectiveness, and identify root causes related to Talent gaps.
• Support development and delivery of clear, concise, and data-driven presentations.
• Conduct benchmarking and research to stay abreast of talent management trends and best practices. Identify potential areas for improvement.
• A successful candidate will have the following characteristics:
• Unwavering ethics and values.
• Ability to "connect the dots" and identify interdependencies across talent processes.
• Agile mindset; willingness to work with speed to produce quality deliverables and iterate based on feedback.
• Strong partner and inclusive collaborator; ability to build strong consulting relationships focused on team, organizational and business success.
• Excellent interpersonal, verbal, written, and presentation skills; strong listening and team building skills.
• Business acumen; focused on how HR processes and tools accelerate business results.
• Ability to quickly learn and leverage talent systems functionality and reporting to advance talent management strategy and objectives.
• Critical thinking and strong data analysis skills to assess strengths and gaps in the talent and succession pipeline.
• Strong project management and attentiveness to detail to ensure accurate and complete talent data.

• Bachelor's degree and at least 6 years of experience or Master's degree and at least 4 years of experience in Talent Management, Employee Development and/or HR Business Partner/Leader experience or related disciplines.
• The candidate must have experience in leading projects, influencing/managing organizational change, and facilitating talent management processes including succession planning and development strategies.
• Must have strong relationship building skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change
• Proficient in Microsoft Office Suite, with particular emphasis on Excel and PowerPoint

• Master's degree in Organizational Development, Human Resources or Human Resource Development
• Certifications in Talent Management or Talent Development
• Experience with Workday succession planning functionality, performance review functionality, or other talent management systems or software.

Salary Range: $73,900.00 - $147,100.00 The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.

The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class.

Join our team of more than 34,000 team members, supporting our members and communities in our Club Support Center, 235+ clubs and eight distribution centers. BJ’s Wholesale Club offers a collaborative and inclusive environment where all team members can learn, grow and be their authentic selves. Together, we’re committed to providing outstanding service and convenience to our members, helping them save on the products and services they need for their families and homes. The Benefits of working at BJ’s• BJ’s pays weekly• Eligible for free BJ's Inner Circle and Supplemental membership(s)*• Generous time off programs to support busy lifestyles* o Vacation, Personal, Holiday, Sick, Bereavement Leave, Jury Duty• Benefit plans for your changing needs* o Three medical plans**, Health Savings Account (HSA), two dental plans, vision plan, flexible spending ?• 401(k) plan with company match (must be at least 18 years old)*eligibility requirements vary by position**medical plans vary by locationThe Manager, Talent Management, is responsible for leading a team that designs, integrates, and optimizes talent programs aligned to the team member lifecycle for delivering an unbeatable team member experience and accelerating business performance. This role will manage the end-to-end design and execution of talent programs across the team member lifecycle - onboarding, development, retention, and offboarding - to deliver a cohesive and impactful team member journey. The Manager, Talent Management will focus on designing and aligning a future-forward talent and business strategy to create a culture of high performance and build a world class team. This role requires strong collaboration within HR and with business leaders to lead cross-functional talent initiatives to grow the business footprint. Key ResponsibilitiesEnterprise Talent StrategyDevelop and maintain a comprehensive strategic talent roadmap that positions BJ’s as the employer of choice for an engaging, impactful team member experience to enable organizational growth. Collaborate with BJ’s executive leadership team to design and implement an integrated talent agenda that promotes the utilization of talent to solve complex business priorities. Research and integrate industry best practices to inform strategy development, staying abreast of emerging trends to build competitive advantage. Lead cross-functional initiatives with the HR Leadership Team to foster diverse perspectives, strategic alignment, and cohesive implementation to the business. Talent Programs Planning & ExecutionDesign, lead, and continuously evolve the enterprise performance management approach, ensuring it drives a culture of high performance, accountability, and developmental feedback across the business. Deliver a frictionless talent review and succession planning experience to assess talent health, identify successors, and action high potential development to ensure the right person, in the right role, and at the right time. Co-create targeted talent assessments, interventions, and capability building initiatives to accelerate leadership pipeline readiness. Develop strategies and tools to measure and improve organizational engagement while leveraging insights to guide program enhancements and inform enterprise-wide initiatives. Lead programs that reinforce BJ’s cultural values and priorities, embedding them into talent practices to ensure a consistent, inclusive, and authentic team member experience. Oversee the strategic program design and execution plan for team member onboarding to ensure a frictionless, impactful, and brand-aligned introduction to BJ’s that accelerates team member integration and performance readiness. Drive the adoption and integration of a skills-based talent framework, aligning it with workforce planning, development programs, and talent mobility to support agility and growth. Operational ExcellenceIntegrate talent analytics into all facets of program design and execution with clear measures of success to assess impact, track progress, and drive continuous improvement. Generate executive-level talent insights through synthesis of talent data, workforce trends, and organizational health indicators to inform enterprise talent strategies. Partner closely with the Talent Advisor teams to co-create change management and communication strategies that enhance the adoption, clarity, and long-term efficacy of talent programs among team members and business stakeholders. Implement operational rigor and process discipline to ensure scalable program delivery that is on-time, on-budget, and zero defects. Leverage HR technology to streamline workflows, improve team member experience, and enable data-informed decision making across the team member life cycle. Lead all talent practice after action reviews to identify and implement process enhancements for next upcoming cycle. QualificationsEducation and ExperienceBachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field; Master’s degree preferred. 8+ years of experience in talent management, HR, or a related field, with at least 4+ years in a management or leadership role. Proven experience designing and delivering employee experience or talent management programs in a retail or fast-paced environment. Skills and CompetenciesStrong understanding of employee lifecycle processes and principles of adult learning and development. Excellent project management skills with the ability to manage multiple priorities simultaneously. Proficiency in using HRIS, LMS, and other talent-related technology platforms. Analytical mindset with the ability to translate data into actionable insights. Exceptional communication and interpersonal skills; able to build relationships and influence at all organizational levels. Key AttributesPassionate about creating a positive and meaningful experience for team members. Innovative thinker who can balance strategic vision with practical implementation. Collaborative leader who thrives in a cross-functional team environment. Committed to fostering a diverse, equitable, and inclusive workplace. What We OfferCompetitive salary and benefits package. Opportunities for professional growth and development. A dynamic and inclusive workplace culture. This is a hybrid role. Tuesday through Thursday are in-office days at BJ's Club Support Center in Marlborough, MA and Monday and Friday are remote days. In accordance with the Pay Transparency requirements, the following represents a good faith estimate of the compensation range for this position. At BJ’s Wholesale Club, we carefully consider a wide range of non-discriminatory factors when determining salary. Actual salaries will vary depending on factors including but not limited to location, education, experience, and qualifications. The pay range for this position is starting from $112,000.00.

Fortitude Re is a liability-led reinsurer of legacy insurance portfolios complemented by sophisticated investment capabilities. In 2016, AIG created a Legacy portfolio as a separate non-core segment representing insurance reserves associated with discontinued lines of commercial Property & Casualty and Life & Annuity insurance businesses. The following year, AIG formed a Bermuda-domiciled composite reinsurer, now Fortitude Re, to house the Legacy portfolio in a separate, distinct, well-capitalized balance sheet with a dedicated management team. In 2018, the company entered into a series of L&A and P&C reinsurance transactions with AIG and received an initial capitalization of ~$3 BN. The transactions represented ~$7 BN of reserves supported by ~ 40 BN of invested assets. During this time, AIG also entered into a long-term partnership with The Carlyle Group, with Carlyle acquiring 19.9 % ownership. Then in 2019, The Carlyle Group and T&D announced acquisition of majority interest in Fortitude Re from AIG. This allowed for a new long-term shareholder base for the company while maintaining a strong capital position for supporting reinsurance obligations.

Focus/Scope

• Learning and development
• Performance management

Job Summary

The Assistant Vice President, Talent Management will coordinate and support the Companys learning and development and performance management projects, processes, and practices. This incumbent will report to the Senior Vice President, Employee Experience.

Key Responsibilities

Learning and Development

• Assist in the development and implementation of training programs
• Facilitate in-house led development modules
• Utilize Cornerstone, Dayforce, and other relevant technology to develop learning activities, materials, instructor guides, and lesson plans
• Review evaluations of courses facilitated, objectives, and accomplishments to further enhance learning and development quality and impact at the Company
• Train employees on HR issues and practices
• Coordinate special programs such as internship and job rotation
• Effectively track employee time spent on development activities and manage reporting

Performance Management

• Manage the annual performance cycle, including advisory, implementation, and oversight of a performance management strategy that enables a high-performing work environment
• Support the talent review process required to achieve Company goals and objectives and results in the creation of an internal bench of top talent
• Coordinate programs for workforce retention, promotion and succession planning
• Coordinate and support performance management-focused projects that align with the Companys business goals and objectives

Required Skills and Abilities

• Knowledge of current trends in effective learning and development methods
• Working experience with e-learning platforms and practices
• Module creation and facilitation experience
• Excellent interpersonal, collaboration, and conflict resolution skills
• Strong analytical and problem-solving skills
• Excellent organizational skills and attention to detail
• Proven HR project management and budgeting experience
• Excellent verbal and written communication skills
• Working knowledge of and experience with varied human resource information systems
• Proficient with Microsoft Office and Learning Management Systems (LMS)

Education and Experience

• Diploma or Bachelors degree in Human Resources, Business Administration, or related field required
• At least 6 years of human resource experience required
• Prior experience working on an HR team in a start-up environment in the (re)insurance and/or financial services industry is preferred

It has been and will continue to be the policy of Fortitude Group Holdings, LLC, its subsidiaries and affiliates to be an Equal Opportunity Employer. We provide equal opportunity to all qualified individuals regardless of race, color, religion, age, gender, gender expression, national origin, veteran status, disability, or any other legally protected categories.

At Fortitude Re, we believe that diversity and inclusion are critical to our future and our mission- creating a foundation for a creative workplace that leads to innovation, growth, and profitability. Through a wide variety of programs and initiatives, we invest in each employee, seeking to ensure that our people are not only respected as individuals, but also truly valued for their unique perspectives.

At Zelis, we Get Stuff Done. So, let's get to it!

A Little About Us

Zelis is modernizing the healthcare financial experience across payers, providers, and healthcare consumers. We serve more than 750 payers, including the top five national health plans, regional health plans, TPAs and millions of healthcare providers and consumers across our platform of solutions. Zelis sees across the system to identify, optimize, and solve problems holistically with technology built by healthcare experts - driving real, measurable results for clients.

A Little About You

You bring a unique blend of personality and professional expertise to your work, inspiring others with your passion and dedication. Your career is a testament to your diverse experiences, community involvement, and the valuable lessons you've learned along the way. You are more than just your resume; you are a reflection of your achievements, the knowledge you've gained, and the personal interests that shape who you are.

Position Overview

This is how you will do it:

Performance & Career Development

• Continue to evolve our performance approach, ensuring it is simple, meaningful, aligned with organizational goals, and fosters continuous learning and improvement.
• Build culture of continuous feedback and coaching
• Responsible to report on progress, and impact
• Working in partnership with Enterprise L&D team to ensure easily accessible training via multiple modalities

Culture & Engagement:

• Lead the administration, communication, training, analysis and follow up of Vital Voices Engagement survey and any other engagement tools
• Assess, design, execute, and measure programs to build culture
• Enhance the capabilities of leaders to build inclusive and collaborative culture in alignment with IMPACT values

Special Projects

• Partner and lead select special projects related to Talent Management including integrations and M&A work

Expectations

• Bachelor's degree required; Master's Degree preferred
• 7-10 years of related Organizational Development, Talent Management experience
• Strong project management, planning, and organization skills, including ability to handle multiple projects simultaneously in a fast-paced environment to completion

• Great communicator who works best in a collaborative environment and builds mutual trust and credibility at all levels of an organization. Strong ability to engage and connect successfully with audiences at all levels across the organization.
• Change agent with experience successfully leading large scale change
• Strong collaborator: seeks input and brings people together to create solutions
• Continuous learner with a problem-solving mindset
• Seeks external insights to bring new ideas and techniques
• Advocate for embedding inclusion and belonging into the organization
• Analytics expertise for reporting, analysis and some predictive analytics
• Proven experience in talent management, talent development, performance management, or HR Business Partner role

This role is based in NJ and is expected to be in the Morristown, NJ office first and third Wednesday of each month.

Please note at this time we are unable to proceed with candidates who require visa sponsorship now or in the future.

Location and Workplace Flexibility

We have offices in Atlanta GA, Boston MA, Morristown NJ, Plano TX, St. Louis MO, St. Petersburg FL, and Hyderabad, India. We foster a hybrid and remote friendly culture, and all our employee's work locations are based on the needs of the position and determined by the Leadership team. In-office work and activities, if applicable, vary based on the work and team objectives in accordance with Company policies.

Equal Employment Opportunity
Zelis is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

We welcome applicants from all backgrounds and encourage you to apply even if you don't meet 100% of the qualifications for the role. We believe in the value of diverse perspectives and experiences and are committed to building an inclusive workplace for all.

Accessibility Support
We are dedicated to ensuring our application process is accessible to all candidates. If you are a qualified individual with a disability or a disabled veteran and require a reasonable accommodation with any part of the application and/or interview process, please email

Disclaimer

We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities, duties, and skills from time to time.

• Support the design, implementation, and continuous improvement of Regenerons performance management process.
• Support global alignment and implementation for performance management processes and systems in existing and new markets.
• Develop relevant supporting materials and policies ensuring availability for all Global employees.
• Provide direction and training to managers and employees including performance evaluation processes, goal-setting, feedback, etc.
• Assess talent health using data-driven insights (e.g., retention trends, bench strength, performance outcomes) to track the progress and success of talent management initiatives and recommend targeted, forward-looking interventions.
• Work closely with our HR Business Partners and leaders across the organization to understand talent needs and challenges and partner to implement overarching strategies.
• Support the implementation and optimization of Workday technology for talent management processes including guiding HR team members and other partners in using Workday tools optimally.
• Facilitate workshops and meetings to engage collaborators in talent management strategies.
• Stay informed of trends and standard processes in key initiatives and leverage this knowledge to drive continuous improvement.

• Have experience with performance management systems and processes including Workday or other HR technology platforms.
• Possess strong analytical skills with the ability to interpret data and provide actionable insights.
• Have excellent communication including ability to influence at all levels.
• Can work collaboratively with diverse teams and stakeholders.
• Are able to problem solve and use an iterative approach to program management.