Company With around 480 locations in over 40 countries, thyssenkrupp Materials Services is the biggest materials distributor and service provider in the western world. The broad service spectrum offered by the materials experts enables customers to focus on their individual core business. The area of Materials Services spans two strategic areas: global materials distribution as one-stop-shop – from steel and stainless steel, tubes and pipes, nonferrous metals and specialty materials to plastics and raw materials – and tailored services in the areas of materials management and supply chain management. An extensive omnichannel architecture offers 250,000 customers worldwide cross-channel, round-the-clock access to more than 150,000 products and services. A highly efficient logistics system ensures that all requested services are smoothly integrated into customer production processes “just-in-time” or “just-in-sequence”. thyssenkrupp Materials NA is a subsidiary of the internationally operating thyssenkrupp Group. Headquartered in Southfield, Michigan, thyssenkrupp Materials NA is a leading provider of production materials and integrated service solutions with almost 2,900 employees and more than 95 locations in North America. With annual sales of $2.9 billion, the company is focused on value-added processing and distribution of a full line of aluminum, stainless, copper, brass, specialty metals, steel, and plastics products. Supply chain management, transportation and logistics, and production support outsourcing solutions are among the many services provided to customers. Business units include Copper and Brass Sales, Engineered Plastics, Ken-Mac Metals, OnlineMetals, thyssenkrupp Steel Services, thyssenkrupp Supply Chain Services, and thyssenkrupp Materials de Mexico.

JOB SUMMARY

A Learning and Talent Manager who owns performance management and career development plays a crucial role in helping employees maximize their potential within an organization. Their responsibilities encompass various aspects of employee development and performance improvement. They better prepare tkMNA for the future growth and challenges and allow us to build a bench of leader-ready professionals as we grow. Here’s a breakdown of the main responsibilities:

JOB DESCRIPTION

Understand Organizational Objectives:

• Thoroughly understand the company’s mission, vision, and strategic goals.
• Identify key performance indicators (KPIs) and objectives that are essential to achieving these goals.

Develop a Performance Management Framework:

• Create an updated comprehensive performance management framework that aligns with the company’s strategic objectives.
• Define clear performance expectations, including specific, measurable, achievable, relevant, and time-bound (SMART) goals. (SMART goal e-learning)

Communication and Training:

• Communicate the performance management process to all employees, emphasizing its importance and benefits.
• Provide training to managers and employees on setting objectives, giving feedback, and conducting performance evaluations. (Performance Management 101/201)

Goal Setting:

• Work with department heads and managers to establish individual and team goals that align with the company’s strategic objectives. (Learning and Talent 1/4ly meetings with President and Execs)
• Ensure that goals are realistic, challenging, and clearly communicated to employees.

Performance Appraisals:

• Conduct formal performance evaluations on an annual or semi-annual basis, depending on the company’s policies.
• Pilot performance calibration with several business areas with tkMNA (Performance Calibration Training)
• Ensure that evaluations are fair, objective, and based on agreed-upon performance metrics. (Inclusive Leadership – Training workstream)

Feedback and Development:

• Partner with the Consultation workstream to offer training, coaching, and mentoring opportunities to help employees reach their full potential.

Data Analysis and Reporting:

• Collect and analyze performance data to identify trends, strengths, and areas needing improvement.
• Partner with the Data and Reporting workstream to leverage data and make informed decisions and drive organizational improvements.

Individual Career Planning:

• Work closely with employees to understand their career aspirations, strengths, and development areas.
• Create personalized career development plans (potentially through the use of learning technology) that outline short-term and long-term goals, along with the steps needed to achieve them.

Skill Assessment and Gap Analysis:

• Conduct regular skill assessments to identify gaps between employees’ current skills and the skills required for their desired career paths. Use this information to inform the Training workstream for future training and development programs.

The above is intended to describe the general content of and requirement for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or requirements.

QUALIFICATIONS:

Minimum Requirements:

• A Bachelor’s degree in Business Administration, Organizational Development, Training or related studies / levels of experience
• 5 or more years of experience in human resources with increasing supervisory responsibilities.
• Familiar with a variety of the field’s concepts, practices, and procedures.
• Understands learning and talent strategies, modalities, and philosophies
• Understands applications and programs for adult learners
• Experience developing and implementing large scale training initiatives and tools
• Experience with project management in a matrixed organization