Job Description Summary
Wind Segment Talent Manager :
Reporting to the Wind Segment Talent Leader the Wind Talent Manager supports the activation and execution of annual talent processes (e.g. Talent Reviews Succession Performance @ GE Vernova Engagement transition to Empowered Talent Management) learning and culture initiatives across the Segments complex addition to supporting the GE Vernova talent agenda this role will also define the Wind talent roadmap to support improvements in capabilities own and run the full project scope for One Wind culture journey and the deliverables / outcomes define and manage the change management responsibilities within Wind as we navigate the complexities of our One Wind culture journey. The Wind Segment talent manager role will also be accountable for decision making and outcomes while building leading or executing on the talent agenda.
Job Description
Role and Responsibilities
Strategy
In partnership with the Wind Segment CHRO and Talent Leader participate in the develop ment of the overall talent / organizational front l ine leader development people leader empowerment and One Wind Culture strategy for the Wind Segment . Work across the Wind Segment SLT to ensure alignment on strategic talent framework and execution strategies.
Change Management
Define develop and lead the change management initiatives which are the foundation for the overall Wind Talent Culture and front-line leader development.
Capability development
In partnership with the GE Vernova Learning Team i dentify develop and lead the front-line leader development within the Wind Segment to improve our front-line leader capabilities in managing key SQDC processes KPIs compliance deliverables and people.
Project Delivery
Define and lead the full project scope of our One Wind Culture journey. Responsible for key milestones and delivery of the desired outcomes as defined in the Wind Culture Roadmap.
Employee Engagement
Responsible for leading the employee engagement and listening process within the Wind partnership with the Wind HRLT and the leadership develop a formal project plan to deliver improvements in Safety Quality People Leader and Communications scores (YOY).
Additional responsibilities (not all encompassing) :

Partner with Segment Talent Leader to execute the organization and talent strategy for the business / function including execution of core talent processes (e.g. Performance @ GE Vernova Engagement)
Partner with Segment Talent Leader to lead robust and focused Talent Review processes including robust succession planning and planful approach to development of key talent
Partner with Segment Talent Leader to facilitate robust succession and development action planning especially for Enterprise Value Driver roles and high potential succession candidates
Serve as a design partner with the COEs (Talent & Culture) in design and development of new talent practices processes & technology. Advocate for business needs and priorities.
Act as the Segment focal / point of contact for the employee listening survey and learning.
Partner with Culture & Inclusion team to build an inclusive culture
Drive activation of COE standard work including socialization supporting queries and soliciting feedback for continuous improvement
Be an advocate of the talent management transformation supporting the principals involved to transform to an empowered employee led culture
Leverage knowledge and expertise in talent analytics to derive insights on workforce skill risks and needs informing actions and plans to support the business
Responsible for monitoring progress of the segment & individual businesses on key Talent KPIs and operational metrics and supporting problem solving & action.

Required Qualifications

Bachelors degree from an accredited university or college or equivalent knowledge or experience
10 years of experience in human resources talent acquisition project management and / or talent management

Desired Characteristics

Capable of decision making with limited direction t hat supports the Wind business talent / culture outcomes
Deep knowledge of systems analytics and internal programs that provide insight into talent / culture needs within the Wind business
Knowledge and experience in Lean application to people and organization initiatives
Demonstrated ability to operate with a high level of autonomy

Demonstrated ability to lead change

Demonstrated ability to perform inclusively in a diverse and global environment strong collaboration motivation and skills
Strong writing and presentation skills
Demonstrated curiosity and willingness to learn
Strong initiative

Additional Information
Relocation Assistance Provided : Yes
Required Experience :
Manager
Key Skills

Illustration
Defence
HVAC
AJAX
Drafting
Customer Development

Employment Type : Full-Time
Experience : years
Vacancy : 1
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