Sr. Manager, Talent Management

Work Schedule

Standard (Mon-Fri)

Environmental Conditions

Office

Job Description

As part of the Thermo Fisher Scientific team, you’ll discover meaningful work that makes a positive impact on a global scale. Join our colleagues in bringing our Mission to life every single day to enable our customers to make the world healthier, cleaner and safer. We provide our global teams with the resources needed to achieve individual career goals while helping to take science a step beyond by developing solutions for some of the world’s toughest challenges, like protecting the environment, making sure our food is safe or helping find cures for cancer.

How will you make an impact:

As Sr. Manager, Talent Management, you will partner closely with HR Business Partners, business leaders and Talent Management leaders to execute talent strategies and accelerate the development of critical talent pipelines across LSG and SDG.

The right candidate will thrive working in project teams in a matrix environment and believe in the power of simple, scalable, practical talent solutions that can be measured to demonstrate high impact.

What you will contribute:

Talent Management Partnership: Partner with HR Business Partners and business leaders to translate Group talent priorities into actionable development, succession, workforce planning and talent acceleration strategies. Identify and resolve gaps in talent engagement, and development to cultivate a positive culture built upon our 4i values (Integrity, Intensity, Innovation, and Involvement).

HR Analytics, Data-Driven Insights & Talent Outcomes: Use data and people metrics dashboards to drive continuous improvement of talent and business capabilities and influence talent strategies. Monitor development progress, succession pipeline health and talent movement outcomes, identifying opportunities to strengthen leadership readiness, accelerate internal talent pipelines and improve succession outcomes.

Project/Process Management: Lead execution of core Talent Management processes including talent reviews, succession planning, development planning, talent program nominations, talent movement discussions and workforce planning activities. Partner with enterprise development program leaders to support nominations, participation, development progress and talent acceleration outcomes.

Consultation: Communicate effectively with stakeholders to ensure alignment and buy-in. Advise HR Business Partners and business leaders on talent management strategies in the context of their business objectives. Advise on solutions that enhance leadership skills and accountability, driving talent development. Use data to evaluate the effectiveness of development solutions and make necessary adjustments.

Organizational Adaptability and Resolve: Build capability within HRBP teams by reinforcing talent management best practices, development planning, succession processes, talent assessment and talent movement strategies Establish a solid organizational network that promotes core, common, and consistent activities.

How you will get here:

Education:

• Bachelor’s degree in Human Resources, Business, Psychology, or related field required; advanced degree preferred.
• PHR/SPHR and other professional certifications are desirable.

Experience:

• At least 8 years of comprehensive HR experience in a global environment; prior experience as a business partner, preferred.
• Expertise in implementing business and change programs and processes that yield positive results.
• Proven results partnering within a matrix and with HR COE partners to reach consensus and achieve favorable outcomes.

Knowledge, Skills, and Abilities:

• Broad knowledge of human capital practices and HR domain expertise, including (but not limited to): performance review processes, performance management, succession management, recruiting and onboarding.
• Proficient critical thinking and analytical skills, regularly turning data into insights and action.
• Outstanding project management, communication, and presentation skills.
• Effective consultation skills with the ability to influence leaders.
• Ability to maintain strict confidentiality and act with a high level of tact and composure.
• Skilled in cultivating and developing professional relationships with leadership, subordinates, and peers.