Director, Talent & Org Develop

Manage the development, retention and attraction of key talent through partnering with the PDS business leaders. Promote the BorgWarner Culture and Operating Model that empowers employees to drive speed, collaboration, ownership and discipline in support of the strategic business objectives. Lead and drive the strategy for identifying and implementing training and OD programs that improve the competencies, knowledge and skill base of current employees. Develop and lead appropriate organizational change management initiatives. Advanced competency for leading or facilitating organizational and training needs assessments, developing internal talent and identifying external talent a must.

Key responsibilities

Talent Development

• Strategically manage the leadership succession plans:
  • Identify gaps in the talent pipeline
  • Creating talent strategies and plans to address talent gaps
  • Support and track development plans for key talent
• Coach and build management's ability in the organization review process to ensure leadership success for:
  • Assessing and identifying key leadership talent
  • Establishing development plans
  • Managing talent at risk of loss
  • Ensuring readiness for next likely assignments
• Deliver and monitor effective utilization of key BW Leadership Development Programs
• Develop functional and management career paths and communicate to organization
• Conduct new manager assimilations with key leaders
• Implement mentoring programs for key leadership; personally, provide coaching to key leaders
• Manage the Learning & Development function within the business unit to include:
  • Training needs assessment for business unit, Make vs. Buy decisions on learning programs, course design and development of programs, and overall program management of BW Corporate Programs
• Assist with Corporate leadership programs and initiatives as required
• Drive the implementation and effectiveness of Talent Development HR tools, processes and systems across organization including SuccessFactors, Product Leadership Competency Model, Workday

Talent Acquisition

• Coach and assist in development of effective talent acquisition strategies.
• Drive the implementation and effectiveness of Talent Acquisition HR tools, processes and systems across organization including Workday recruiting module and vendor management best practices (RPO, recruiting agency, etc).
• Coach and drive usage of behavior-based selection in recruiting and decision-making process at all levels of the organization.
• Support Enterprise TA practices and projects.

DEI

• DEI enterprise global council and PDS Global Council
• Support DEI awareness and action at site level
• Incorporate DEI in TA and Learning Programs

Communications

• Oversee PDS Communication strategy through PULSE

Culture

• Champion the One BorgWarner Culture and Operating Model to ensure a global learning organization is in place
• Provide leadership that fosters teamwork, cooperation and empowerment, and of continued growth and development across all functions of the organization
• Promote and foster a performance management culture based on an open dialogue with real-time feedback and coaching
• Develop communication strategy and promote two-way communication through BW Culture Survey and employee communication venues
• Develop common process for management and employee onboarding to ensure the One BorgWarner culture and Operating Model
• Drive the implementation and effectiveness of BorgWarner Culture Survey HR processes, tools and systems

What we're looking for

• Bachelor's degree in human resources, psychology, organizational development or related disciplines; Master's preferred
• 12+ years of HR leadership experience with a focus on Organization Development and Talent Acquisition. HR Generalist experience would also be an advantage
• Management including 5 years as manager of people
• Excellent presentation, interpersonal, communication and change management skills
• Can work Senior Leadership teams
• Ideally international work experience

Key Competencies

• Business Acumen
• Organizational Agility
• Dealing with Ambiguity
• Decision Quality
• Strategic Agility
• Drive for Results
• Interpersonal Savvy
• Sizing Up People
• Motivating Others
• Perspective

PHYSICAL DEMANDS

• Up to 25% Travel

Internal Use Only: Salary

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