Talent Development Consultant

Career Area:

Human Resources

Job Description:

Your Work Shapes the World at Caterpillar Inc.

When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other.  We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.

Role Definition
Implements site or regional talent management processes, programs and practices that aim to attract, measure, develop, manage and retain the organization's talent pool, leveraging enterprise standards and tailoring them to fit unique organizational needs. This role also includes delivering training programs for employees.

Responsibilities
•  Serving as a thought leader for talent management programs and technology; Providing advice and support to business and HR leaders, addressing talent management related questions and requests.
•  Assisting management in evaluating the effectiveness of the organization's talent practices and recommending improvement opportunities.
•  Facilitating change management initiatives associated with talent management activities.

Degree Requirement
Degree or equivalent experience desired

Experience

Minimum 10 years relevant experience

Skill Descriptors
Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
Level Working Knowledge: 
•  Applies an assigned technique for critical thinking in a decision-making process.
•  Identifies, obtains, and organizes relevant data and ideas.
•  Participates in documenting data, ideas, players, stakeholders, and processes.
•  Recognizes, clarifies, and prioritizes concerns.
•  Assists in assessing risks, benefits and consideration of alternatives.

Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
Level Working Knowledge: 
•  Develops basic persuasive arguments.
•  Discusses organizational culture around providing input on decisions.
•  Uses active listening skills and probing techniques to surface opportunities to influence.
•  Identifies who the decision makers are and how they receive information.
•  Regularly presents ideas or suggestions to associates in persuasive terms.

Managing Multiple Priorities: Knowledge of effective self-management practices; ability to manage multiple concurrent objectives, projects, groups, or activities, making effective judgments as to prioritizing and time allocation.
Level Working Knowledge: 
•  Recognizes changing demands and priorities; validates changes with management.
•  Obtains information about how current assignments contribute to organizational goals.
•  Completes current work according to assigned priorities.
•  Responds to day-to-day operational priorities while still making progress on project work.
•  Performs at least 2-3 concurrent activities without reducing productivity.

Problem Solving: Knowledge of approaches, tools, techniques for recognizing, anticipating, and resolving organizational, operational or process problems; ability to apply knowledge of problem solving appropriately to diverse situations.
Level Working Knowledge: 
•  Identifies and documents specific problems and resolution alternatives.
•  Examines a specific problem and understands the perspective of each involved stakeholder.
•  Develops alternative techniques for assessing accuracy and relevance of information.
•  Helps to analyze risks and benefits of alternative approaches and obtain decision on resolution.
•  Uses fact-finding techniques and diagnostic tools to identify problems.

Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.
Level Working Knowledge: 
•  Detects and summarizes patterns in data and findings by producing simple reports.
•  Assesses common problems and obstacles surrounding data-gathering.
•  Customizes data fields to meet clients' needs.
•  Interprets and explains results of a data-gathering initiative.
•  Participates in projects to gather data for needs analysis.

Leadership Development: Knowledge of leadership development methods, tools, and techniques; ability to design and implement leadership development programs.
Level Working Knowledge: 
•  Adheres to internal best practices, policies, and guidelines while implementing leadership development programs.
•  Assists in budget creation and tracking, expense reporting for leadership development programs.
•  Conducts talent identification assessments and interviews to select potential candidates for assuming leadership roles and capabilities.
•  Researches and identifies the skills and behaviors required for assuming a leadership position.
•  Utilizes basic tools and techniques to implement leadership development programs.

Talent Management : Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.
Level Working Knowledge: 
•  Implements campaigns designed to attract talented individuals to the organization.
•  Evaluates the competencies and personal attributes of prospective employees vs. desired qualities.
•  Coordinates reward and recognition programs designed to retain desirable employees.
•  Participates in assessing the competencies present in current members of the organization.
•  Analyzes Talent Development needs and maintains a list of high-potential employees.

Training and Development: Knowledge of employee training and development methodologies; ability to ensure that a target population has the knowledge and skills required to meet both tactical and strategic objectives.
Level Working Knowledge: 
•  Follows appropriate processes used in assessing the learning needs of a target population.
•  Implements training processes for discovering the learning needs of employees.
•  Explains the methods used in the evaluation of learning outcomes.
•  Provides guidance and support to ensure that participants using self-study methods meet their learning goals.
•  Develops live and media-based instructional programs using proper training methods.

Relocation is available for this position.

Caterpillar is an Equal Opportunity Employer (EEO).

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