Description and Desired Qualifications

Regional Talent Manager
The Regional Talent Manager is a member of the Functional Management Team (FMT) reporting directly to an assigned RBGM / Director.   Previously known as a staffing manager, the regional talent manager will take on an expanded role in managing our people. The Regional Talent Manager provides strategic leadership on business issues that affect staff for the assigned region or business unit. The Regional Talent Manager works with all functional areas of the FMT (including but not limited to GM's, RPDM's, RTM's, RQM's, RBDM's, and their deputies) as well as Frontline Leaders and OneHR. The Regional Talent Manager includes ownership of region or business unit strategic staffing, Talent Management Program, and a plan for long-term organic growth tied to the Strategic Planning Process.
Regional Talent Managers will work across the WBG to coordinate strategic workforce planning opportunities for staff in the form of identifying and matching talent to the WBG's most critical global needs beyond their respective business unit assignments. These duties are still the responsibilities of the new Talent Manager Role but roles and responsibilities will be expanded as shown.  
1. Lead the development, chartering and implementation of the Strategic Staffing Plan for the business unit. Working with the FMT and their delegates, understand and monitor current/future markets and drivers as it relates to the growth plan for the region or unit. Create an annual tactical staffing plan, as well as a 3-5 year strategic staffing plan which considers skills mix, geography, diversity, staff count, etc. Coordinate the regional or unit staffing plan across the global WBG.
2. Lead the development and implementation of the Talent Management program across the business unit. Coordinate the Talent Management program with the global WBG vision for talent management under the direction of the Talent Management Director.
The program will include at a minimum the following:

• PEP/IDP Coordination. The Regional Talent Manager will be responsible within their region or unit for the implementation of PEP/IDP, assist FMT and HRDPs in the coordination of final PEP ratings, advise FMT during PEP ratings review and calibration process and be an advisor to front-line leaders with specifics regarding development of PEP goals for staff. Regional Talent Manager will implement a quality assurance program for PEP and IDPs which will include working with frontline leaders, PEP supervisors and specific key staff to ensure that PEP/IDP process is meeting the WBG's strategic objectives for employee's career development and documentation. HR is responsible for the process and tools utilized in the PEP/IDP process and will be utilized in the implementation of PEP and IDP to meet the goals of the WBG.
• Succession Planning – The Regional Talent Manager will lead efforts to include employees that are Pay Grade 10 and above in our succession planning tool. Note that some Pay Grade 9 may be included in this process as needed. Members of the ELT will be covered by the HR Director. IDPs will be developed for successor candidates entered in the succession planning tool and this process will be monitored by the Regional Talent Manager.
• Training – The Regional Talent Manager will be responsible for the development and communication of the training plans, serve as secondary approver of external training requests, and provide stewardship of the region or unit training budgets.
• Management of High Performers – The Regional Talent Manager will lead efforts to create IDPs and track progress of high performers in their region. Tracking of progress will include ensuring implementation of IDP including assistance with development prioritization and identifying growth opportunities.
• Integration and on-boarding of new employees – The Regional Talent Manager will coordinate with front-line leaders and HRDPs with regards to development of integration plans and on-boarding of new employees as well as the implementation of these plans.
• Employee Development and Retentions – The Regional Talent Manager will be an advisor and mentor to the FMT and frontline leaders regarding development and retention needs of staff.
• ADR Activities - The Regional Talent Manager will consistently implement strategies for performance management, compensation, and staff “re-recruitment" for retention, R&R, CDF application for promotions, and other ADR initiatives.
• Interns/NCG Hires: The Regional Talent Manager will work with the WBG Intern Coordinator to strategically place interns in offices with growth opportunities with the expectation of converting these individuals to NCG hires should workload be available and performance acceptable.
• The Talent Management program may also include activities such as: internal branding, promotions, (re)-integration planning, organizing learning and development opportunities specific to BG needs, external training, and project opportunities across the region or BG. Additional activities may be required for a specific region or unit.

3. With other Operations Managers, monitor client ratio and staff utilization metrics & processes.   Actively seek alternative workload leveling tools. Engage with other Regional Talent Managers & HR partners to balance workload and development opportunities across the business group. Work with GMs, FMT and HRDPs regarding potential staff actions such as WLI and terminations and any staff deployment and demobilization activities.   Where needed, assist in major project proposal staffing (ie. Large international pursuits).
4. Actively engage in review with regards to merit, R&R, STI and APGs to provide consistency across business group.   Provide feedback to FMT and HR on market concerns and trends.   Responsible for coordinating activities with the FMT and HRDPs regarding annual salary setting activities.   The Regional Talent Manager will be a reviewer in compensation activities and be a resource to GMs.
5. Provide assistance to FMT, GMs and OLs for major project and program staffing. Especially for international activities, staff deployment and identification of staff for large pursuits will be the responsibility of the regional talent manager.
6. Lead the reporting of the monthly staff count, and other BG staff metrics tracking against the Annual Business Plan for the region. The Workforce Planning group of OneHR will be utilized by the Talent Managers for this activity.
7. Lead the coordination of recruitment of all strategic staff pursuits for the region or unit in coordination with   the strategic staffing manager and the Talent Recruiting Center (TRC).   Evaluate staff needs request to determine if internal resources are available, and if not, facilitate development of recruiting plan/strategy to fill specific need in coordination with the appropriate operations team members and the TRC. Oversee the regional recruitment program across the geographies of the regional business group or business unit including staffing needs for pursuits when needed.   Provide adequate definition and context to HR and recruiters to efficiently search and attract staff and ensure staff requisitions are managed and kept up to date for the BG.   Facilitate final candidate offer decisions between RBGM, GMs, OLs, OneHR and/or hiring managers.

Qualifications:
Bachelors Degree Minimum of 10+ years professional exempt experience in an engineering or similar consulting firm.  Oil and Gas experience is required.

Degree Required

Bachelors or 4 Year Degree

What you will find

At CH2M HILL, the greatest challenges provide the biggest rewards. Each day, your drive and creative ideas will be providing solutions that help build a better tomorrow. Whether it is the pride that comes with accomplishment, personal growth or making a difference in the world, you will discover true success in a career that brings out the best in you at CH2M HILL. Ready? Let's get to work.

Developing People through Challenging Projects

CH2M HILL is an Equal Opportunity Employer.