JOB DESCRIPTION SUMMARY

As the Global Talent Management Leader, you will support the development of world class, global leaders and pipeline talent across the organization. You will drive talent strategies to support succession planning for the most critical roles as well as accurate identification of high potential & promotable talent. You will create and integrate the talent management processes for ~52,000 employees into the business, collaborating with key stakeholders to translate talent insights into strategy to drive strong outcomes in talent identification, intentional development, career/succession planning and engagement.

QUALIFICATIONS

• Education: a Bachelor’s degree in HR, Business Administration, Psychology or related area of focus
• Required Years of Related Experience: A minimum of 10 years of progressive business experience in Human Resources and talent management, leadership development or organizational development.
• Substantial experience in culture transformation, employee engagement, organization effectiveness and all the systemic elements that form part of change across as large, complex enterprise, ideally across a range of geographies and business units.
• Experience in talent management, business partnering, strategy development, collaboration and teaming and managing complexity and ambiguity
• Track record of presenting to and influencing senior business leadership teams within a large organization.
• Experience in leading and managing large-scale organizational projects and initiatives

Preferred Qualifications

• Masters degree in HR, Business Administration, Psychology or related focus area
• Experience in executive assessment strategy, tools, deployment

Our total rewards are designed to unlock your ambition by giving you the boost and flexibility you need to turn your ideas into world-changing realities.
Our salary and benefits are everything you’d expect from an organization with global strength and scale, and you’ll be surrounded by career opportunities in a culture that fosters care, collaboration and support.
For U.S. based positions only, the pay range for this position is $192,000.00-$288,000.00 Annual. It is not typical for an individual to be hired at or near the top of the pay range and compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate may be influenced by a variety of factors including skills, qualifications, experience and location. In addition, this position may also be eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI). GE HealthCare offers a competitive benefits package, including not but limited to medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, life, disability, and accident insurance, and tuition reimbursement.

• Leverage talent data and insights to develop the vision, talent strategy and execution plans for building a robust pipeline of global leaders for our future
• Identify the critical roles and apply appropriate solutions to build and enhance our pipeline of talent
• Manage the critical roles talent pool, lead talent review discussions for critical roles
• Assess and develop both a qualitative and quantitative assessment on critical role succession talent and how to accelerate development.
• Coach and develop pipeline talent through custom individual development plans focused on future role readiness.
• Partner with the BUHR and business leaders to facilitate development plan progress
• Serve as an expert thought partner to key stakeholders and the Chief Talent Officer.
• In partnership with the HR business partners, serves as subject matter expert, thought leader, and advisor to the business on the talent needs of their top high potential leaders to ensure alignment with organizational and talent strategies
• Partner with key stakeholders to drive the adoption of current talent management processes, with a focus on performance management, deeper into all parts of GE Healthcare to optimize critical role identification/bench strength, succession planning, and intentional development.
• Drive continuous improvement and automation relative to efficiencies with talent processes (Lean methodology and mindset, Workday utilization, metrics, etc.).
• Collaborate with key stakeholders and Global Talent Operations Analyst to drive visibility to talent insights and craft corresponding solutions to poorly trending themes (i.e., Talent Crisis related insights).
• Thoughtfully make the connection between capability gaps, L&D, talent readiness, and organization effectiveness
• Stay connected externally to current and future trends in innovative talent management approaches
• Lead the creative design/integration of strategies along-side key stakeholders (from inception, to change management, to adoption, to steady state handoff where appropriate).