Sr. Manager, Talent Mgmt.
Oversees leadership selection processes, including program design, implementation, and data analysis
Supports the development and implementation of new assessment tools & programs, conducts research, and analyzes data to inform strategic decisions
Partners with TA, HR, and other stakeholders to ensure effective program delivery and continuous improvement
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
The person in this role will support the day-to-day and strategic aspects of multiple programs and priorities related to the identification, selection, and development of our leadership population. There is strong opportunity for growth and to engage in impactful and meaningful work in this role, as our programs and our work intersect with other groups dedicated to improving our associates’ growth and development experiences that directly influence the future of the organization.
Responsibilities
You will be Program Lead and the central point of contact for all programs and processes related to Leadership Identification and Selection, including:
Overseeing processes and systems, driving expansion and compliance related to selection programs for Senior/Group Directors and Officers; partnering with Talent Acquisition (Recruiters) and People Partners (HRBPs) to identify potential gaps with existing processes and designing and implementing continuous improvements
Supporting to identify opportunities to design and implement new assessment tools and processes for strategically critical talent at mid-career levels to support better decision-making and associate development deeper in the talent pipeline
Supporting the design and implementation of new survey tools and programs, and improvement to processes and delivery for current and new programs
Leading internal and external research projects, data and report requests from business and People Partners (internal trend analysis, external benchmarking, key insights to inform development and succession)
Supporting the conceptualization and design of quarterly and long-term strategic roadmaps to socialize with business partners
Partnering with our data science and talent analytics team to maintain and improve data governance and reporting
Partner with COE and Global People teams as needed to support and consult on ad hoc program selection and interviewing needs
Qualifications
Minimum Qualifications:
Bachelor’s degree in Business, Human Resources, Political Science, Industrial/Organizational Psychology, or related field and 3 years’ experience
in workforce development, learning development, human resources, or related area
OR 5 years’ experience in workforce development, learning development, human resources, or related area
1 year’s supervisory experience
Preferred Qualifications:
PhD or ABD in I/O Psychology or related
At least two years of experience working internally within a large organization
Experience building and maintaining relationships with colleagues across the organization
Proactive, takes initiative, and thrives under ambiguity
Flexible and resilient; must be able to work on and shift from attention across multiple projects
Expertise in psychometric and leadership assessments (e.g., Personality, Cognitive Ability measures, leadership simulations, 360 surveys, etc.)
Experience working with assessment centers and delivering feedback to senior leaders
