JOB DESCRIPTION

At Thermo Fisher Scientific Inc., we offer you the chance to play a crucial role in building deep pipelines of future general management talent to ensure the ongoing success and growth of the organization. The Sr. Manager of Talent Management, GM, will drive key mechanisms and tools used in the career planning and development for this key talent pipeline in partnership with HR and Talent Partners.

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.
• Minimum of 7-10 years of experience in talent management, leadership development, or a related field.
• Demonstrable track record of designing and implementing successful talent management initiatives.
• Strong analytical skills with the ability to interpret data and make strategic recommendations.
• Excellent communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organization.
• Experience in a global, matrixed organization is highly desirable.
• Ability to manage multiple priorities and projects in a fast-paced environment.
• Strong problem-solving skills and a proactive approach to addressing challenges.

• Work with the Director of Talent Management to build and implement strategic talent management initiatives passionate about identifying, developing, and retaining high-potential candidates for general management roles.
• Build and implement solutions to support the long-term career planning of our talent pipelines. Collaborate with HR and Talent Leaders to identify standard methodologies, drive accountability, and use automation to track and report on these populations.
• Lead the evolution of the GM Toolkit, ensuring it provides the right resources for individuals to understand GM role requirements. Develop communication strategies to drive engagement, using AI tools to personalize learning and development.
• Partner with the Talent Development team to ensure alignment with the critical capabilities required for the General Manager role. Serve as a thought partner in program design and delivery, participating as needed.
• Analyze talent data and metrics to identify trends, assess the efficiency of initiatives, and make data-driven recommendations for continuous improvement.
• Develop mechanisms for talent sharing to ensure the right people are placed in appropriate roles, educating and empowering HR and Talent partners to use talent data effectively.
• Collaborate with Talent Acquisition to embed the GM Selection Process into the organization, ensuring we hire top talent for key GM roles.
• Leverage relationships with business leaders to understand the GM role’s nuances, determining where a standardized or nuanced approach is best for addressing talent needs.