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Director, Talent and Organizational Development

Date posted: 
January 12, 2023
Employer: 
MAPFRE
Salary Range: 
$120,000-$156,000, Target Bonus: 15%
Location: 
Boston, MA
What Makes This Role Special: 

Partner with Human Resources Business Partners and other HR Centers of Excellence along with business leaders to strategically design and oversee core talent processes, including all talent-related strategies: talent management talent development, leadership development, career development, and performance management.

Full Job Description: 

Job Summary

Design and execute a strategic roadmap in support of MAPFRE USA’s strategy around attracting, retaining, and developing the people who are creating the future of MAPFRE. Partner with Human Resources Business Partners and other HR Centers of Excellence along with business leaders to strategically design and oversee core talent processes, including all talent-related strategies: talent management, talent development, leadership development, career development, and performance management. Create and implement a true center of excellence to support the company’s growth, with a focus on learning &amp; development, performance management, career development,

leadership development, talent retention and talent engagement.

Knowledge, Skills and Abilities

Education: Bachelor's Degree or professional level of knowledge in a specialized field, or equivalent related experience preferred.

Experience: 9-11 years or Master’s Degree equivalent plus 7-9 years

Knowledge: Extensive level of professional knowledge in field across multiple disciplines and broad business segment. Extensive knowledge of management practices.

Decision Making: Decisions have a significant impact on results for a major portion of the company. Interprets and operationalizes company policies. Determines organizational objectives; sets policy. Responsible for operations of major significance to the organization. Decisions potentially affect financial, employee, or public relations understanding of the company or a major business segment. Problems are abstract and impact multiple functions and portions of the company.

Supervision Received: Work is received in objective-oriented terms, with an emphasis on strategic as well as more near-term priorities. Work is reviewed from a strategic, relatively long-term perspective against major objectives.

Leadership: Manages multiple functions, typically via subordinate managers, or manages an exceptionally high impact function. Develops and communicates function organizational vision. Ensures that overall organizational objectives, budgets, schedules, and performance standards are realistically set and attained.

Problem Solving /Operations/Direct Work Involvement: May have overall responsibility for the operation of a major profit center or segment of the company. Reallocates resources as required to meet goals.

Client Contacts: Represents the organization as prime internal and external contact regarding issues of major importance to the organization. Conducts briefings for both internal and external top management.

Additional Knowledge, Skills and Abilities

This role is part of the Organization & Talent Development Team and is responsible for developing and executing an integrated talent, leadership, culture, engagement and organizational strategy to support our goals. Develop and implement organizational strategies and practices for the organization and translate the strategic vision for learning and leadership development into actionable initiatives and follow-through for adoption to ensure retention of critical talent. Build a development and behavioral change culture that supports our EVP and employee experience, focused on development and mobility. Enhance leadership and employee development efforts to ensure a modernized, accessible approach to development across all levels of the organization. Experience integrating tools, systems, and processes into a strategic, cohesive, holistic and scalable talent management approach that enables a highly productive organization is required. Strong business acumen and mindset is required.

Essential Duties and Responsibilities

1. Collaborate in the strategic vision definition for development

2. Design of strategic roadmap and program creation for delivery of talent programs.

3. Consult with HR and Senior Business Leaders to complete a needs assessment to

determine and prioritize organizational development gaps.

4. Establish and manage effective talent strategies / programs to maximize employee performance and potential.

5. Develop a company-wide approach for Leadership Development in support of our talent and business objectives, ensuring that the organization is strengthening its current and future leadership team.

6. In conjunction with corporate, partner and collaborate for the strategy, development, and execution of MAPFRE USA performance programs including goal setting, performance management, talent assessment, and succession planning.

7. Define and track program metrics and assess program effectiveness to link investment to business impact.

8. Utilizing a data driven mindset, analyze data, external research, and feedback to identify opportunities to improve the Org. Development function to optimize talent, engagement, and learning solutions. Adheres to Company policies and procedures as outlined in the Human Resources Policy Guide. Follows departmental and functional area standards, rules, guidelines, processes and policies as identified by management.

Secondary Duties and Responsibilities

Physical Components

1. Manual dexterity to operate various pieces of office equipment efficiently.

2. Ability to stand and/or sit for extended periods of time.

3. Ability to lift light objects.

4. Ability to effectively communicate on the telephone and in person.

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