Regional Talent Development Partner Hybrid

Responsibilities:

• Ensure compliance to Smiths Group and division policies (i.e. Code of Ethics Human Rights EEOC etc.) during the support of talent development/acquisition related activities and talent engagement.
• Collaborate with division Global HR Directors and Region HR Business Partners to identify high potential talent across the division within 3 to 6.
• Collaborate with region organizational leaders to ensure that identified high potential talent have updated management input (i.e. strengths areas of development career aspirations loss risk mobility/family considerations and summary comments) in their TalentSearch Talent Profile.
• Help encourage identified high potential talent to update their own TalentSearch Talent Profile details (i.e. employment history education history certifications languages mobility/family considerations and job preferences).
• Collaborate with division Global HR Directors and Region HR Business Partners to identify new/existing high priority positions in the region where a vacancy is expected and available internal high potential talent pools suitable to review for those positions.
• Reinforce the importance and our focus on an inclusion and diversity mindset when identifying high potential talent and when considering internal/external talent pools for new/existing high priority positions in the region.
• Continuously monitor the diversity and progress of our early career (i.e. DISCOVER) and technical career (i.e. SUMMIT) talent pipelines and ensure their longterm readiness and development is being considered in region succession plans for high priority positions.
• Collaborate with region organizational leaders to create practical development actions designed to help strengthen identified areas of development related to critical professional skills and/or Smiths Leadership Behaviours.
• Drive high potential talent engagement by providing coaching and career development guidance that will help them successfully complete assigned development actions and that will help prepare them as they transition into future target positions.
• Develop EDP for identified high potential talent and ensure that all key stakeholders (i.e. Sr Leaders direct managers direct managers of development/target positions global/region HR etc.) are properly informed and in agreement with proposed EDP.
• Implement monitor and provide all key stakeholders with regular EDP implementation progress updates as required.
• Partner with region organizational leaders to help communicate/share EDP and development actions with high potential talent if/when appropriate.
• Partner and coordinate with Smiths Global Mobility team and region HR teams to support implementation of EDP that result in the relocation of high potential talent between locations/countries/regions.
• Actively participate in region talent reviews and succession planning discussions and provide organizational leaders with high potential talent recommendations.
• Consult the Rewards team to ensure identified high potential talent are competitively aligned to market salary trends/ranges and division guidance.
• Continuously review evaluate and implement internal high potential talent development process improvements.
• Provide monthly EDP implementation progress tracking for all identified high potential talent in the region.
• Conduct monthly status meetings with the Global HR Directors and Region HR Business Partners to review progress on identified high potential talent.
•  Develop and maintain partnerships with universities and academic institutions to enhance recruitment pipelines.
• Collaborate with university career centres faculty and student organizations to promote our organizations opportunities and brand.
• Oversee the recruitment selection and onboarding process for interns.
• Coordinate internship program logistics including project assignments training sessions and performance evaluations.
• Serve as a point of contact and mentor for interns providing support and guidance throughout their internship experience.
• Identify and recommend suitable assignments projects and rotations to broaden experience and skills.
• Managing Financials for the Early Career program ( eg : Levy process in UK or similar in other geographies)
• Act as a trusted advisor and advocate for early career professionals offering support and guidance in their career progression.
• Facilitate career planning discussions goal setting and skill development opportunities.
• Design and implement programs to support the professional development of early career talent within the organization.
• Provide guidance mentorship and resources to help individuals navigate their career paths and achieve their developmental goals.

Qualifications :

• 68 years of related experience in talent development strategies for entry level and midcareer level roles.
• Ability to professionally manage candidate employee and company data with the highest degree of discretion and/or confidentiality.
• Ability to effectively communicate and influence organizational leaders on HR policies and practices as related to talent development and acquisition.
• Ability to successfully manage multiple division global and region HR stakeholders.
• Ability to effectively collaborate with multiple division organizational leaders at various levels.
• Ability to effectively collaborate with region peers crossdivisional Talent COE peers and external talent acquisition RPO and thirdparty agencies.
• Excellent interpersonal skills with an approachable and trustworthy nature.
• Excellent verbal and written communication skills.
• Knowledgeable and efficient in the use of HR business systems available to support talent acquisition and employee master data management.
• Good knowledge of Microsoft Office applications.
• Associate/Bachelors Degree in Human Resources preferred or recognized qualification/certification in Human Resources.
• Prior HR Manager HR Generalist or HR Representative experience helpful but not required.
• Experience in manufacturing oil and gas or engineering industries highly desirable. 

Additional Information :

With colleagues stretching across the globe we are proud of our diversity. To foster inclusivity we run employee resource groups (ERGs) to provide a safe space for employees to connect and support each other. Our crossbusiness ERGs include Veterans Pride Network Black Employee Network Network and Neurodiversity. 

Across our company we recognize excellence culminating in the Smiths Excellence Awards our annual celebration of the most extraordinary activities people and projects that best showcase our strengths and help drive our business forward. We announce these on our annual Smiths Day a global celebration of Smiths around our network. 

Join us for a great career with competitive compensation and benefits while helping engineer a better future. 

We believe that different perspectives and backgrounds are what make a company flourish. All qualified applicants will receive equal consideration for employment regardless of race colour religion sex sexual orientation gender identity national origin economic status disability age or any other legally protected characteristics. We are proud to be an inclusive company with values grounded in equality and ethics where we celebrate support and embrace diversity.

At no time during the hiring process will Smiths Group nor any of our recruitment partners ever request payment to enable participation including but not limited to interviews or testing. Avoid fraudulent requests by applying jobs directly through our careers website (Careers Smiths Group plc)