Global Talent and Culture Manager chez None

The Global Talent and Culture Manager will partner closely with senior leaders, people managers, and employees to embed values-based leadership, scale talent development efforts, and continuously elevate the employee experience across the organization.

Salary range $120,000 - 135,000

Tasks and Responsibilities

Talent Acquisition Strategy

• Lead the design and implementation of forward-thinking talent acquisition strategies that align with workforce planning and business growth.
• Build strong partnerships with business leaders to understand current and future hiring needs across the organization.
• Oversee use of recruiting technology, analytics, and employer branding to optimize sourcing, screening, and hiring outcomes.
• Ensure a consistent and engaging candidate experience, promoting the organization as an employer of choice.
• Responsible for talent acquisition at levels 3 and 4

Organizational Development & Talent Management

• Develop and lead strategic talent development programs to support employee growth and leadership readiness across all levels.
• Oversee the succession planning framework to identify and prepare high-potential talent for key roles.
• Collaborate with business leaders to identify skill gaps and define learning strategies to address capability needs.
• Leverage learning technologies (e.g., LMS, e-learning) to deliver scalable and data-driven programs.
• Track and report talent development KPIs to evaluate program effectiveness and ROI.
  • Establishes programs for the 70-20-10 rule; in proportion.70% being from real-life experiences
  • 20% being from social learning
  • 10% being from learning
• Collaborates with Trelleborg group on L & D activities as a portion of the L & D development
• Establishes and executes across the organization roll calibration alignment across positions to ensure team members are being viewed with the same criteria in terms of performance based metrics
• Ensures new manager onboarding to talent management

Leadership & Stakeholder Engagement

• Serve as a strategic advisor to the VP, HR and executive leadership on talent initiatives and workforce trends.
• Lead, mentor, and develop a high-performing team of talent professionals.
• Build collaborative relationships with hiring managers, HR business partners, and external partners such as universities and industry groups.
• Provide coaching and guidance on talent practices, interviewing, and employee development.

Employer Brand & Diversity Strategy

• Drive initiatives to strengthen the organization’s employer brand through storytelling, digital campaigns, and community engagement.
• Champion diversity, equity, and inclusion in recruitment and development efforts.
• Represent the organization at talent and HR leadership forums, industry conferences, and professional events.

Culture and Community

• Oversees execution of employee engagement survey and pulse checks to ensure progress is being made across the organization, monitoring problem areas
• Builds a framework for like role communities; Ie. Engineering; sales; etc for colleagues to share best practices and a community to share
• Assists with the integration of acquisitions into the business area to ensure culture alignment and execution of talent development and management

Compliance & Reporting

• Ensure all recruiting and development activities comply with employment laws and regulations.
• Maintain accurate documentation and generate regular reports on key performance indicators.
• Lead audit readiness and maintain high standards for data integrity and governance.
• Manages the specific projects assigned to them, with the assistance of senior staff members at the direction of the team.
• Acts as integral member of their department’s group, in support of their defined department and TMS Company mission, vision, values, and goals.
• Shares professionally related talents with colleagues or staff within the company.
• Performs all other duties and responsibilities that are reasonably assigned from time to time by the employer or its designated representative.

Education and Experience

• Bachelor’s degree in Human Resources, Business, Organizational Development or a related field required.
• Minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role overseeing both talent acquisition and development functions.
• Demonstrated success in developing and executing enterprise-wide talent strategies.
• Strong knowledge of recruitment tools, performance management systems, and learning platforms.
• Excellent interpersonal, communication, and leadership skills.
• Proven ability to lead teams, manage change, and influence at all levels of the organization.

Both domestic and international travel is required to work with business leaders across our globally growing organization.  Expect a minimum of 25% but as will all BA wide position travel can flow depending upon business needs