We firmly believe that our employees drive the success of the company! With success in mind as the ultimate goal, we strive to create and provide an environment that offers challenging, stimulating and financially rewarding opportunities. We are looking for The Right One to join our team!

Are you experienced, flexible and self-motivated? Are you skilled and energized by collaboration and continuous improvement? Do you enjoy a challenging and vibrant work environment?

If this sounds like you, you may be The Right One! Please continue on to learn more about this opportunity. Don’t forget to take a look at our comprehensive benefits!

SUMMARY

The General Manager of Talent Management will play a pivotal role in shaping Toyota Tsusho's holistic talent management strategy. This position will develop, design, and implement people solutions focused on attracting, developing, and retaining top talent, driving employee development initiatives, and ensuring a positive and engaging workplace culture. Additionally, this position will be responsible for advancing our DE&I strategy to ensure our workforce attracts, develops, and retains diverse talent. This senior HR leadership position will collaborate closely with executive leadership and cross-functional teams to implement talent management programs that promote employee growth, productivity, and satisfaction.

As the General Manager you will be responsible for designing and implementing best fit talent programs that align with Toyota Tsusho’s business objectives. We’ll look to you to drive excellence and execution across Toyota Tsusho’s Talent Management strategy, ensuring outcomes that support both HR and Business Strategy. Your expertise in talent management will be crucial in building and developing robust processes across the full talent life cycle, including: optimizing the recruiting function by maximizing tools, metrics, and assessments and leveraging talent assessments and staffing/selection coaching to ensure hiring decisions are aligned with our company strategy, onboarding; performance management, leadership development, promotions, career management and succession management. You will also collaborate with other members of our HR Team to co-design and roll out initiatives in areas such as organizational effectiveness, culture, engagement, diversity, equity, and inclusion.

To excel in this role, you will need proven experience across the full talent management life cycle. Strong analytical and problem-solving skills will be essential, as well as excellent change and project management expertise. Lastly, we’re looking for someone who is a great communicator and has the ability to build relationships that deliver lasting business solutions.

Join our HR team and be part of a dynamic organization that seeks to leverage talent management as a strategic lever for high performance, as well as a creating a first class employee experience. With strong support from our senior executives, you'll have the opportunity to make a meaningful impact and grow in a supportive environment.

The best-fit candidate for this role has a strong talent acquisition, management and development background, excellent communication skills; a desire and ability to drive positive change; demonstrated ability to interact with credibility, confidence, and authority with all levels of leadership within the organization. This position will also mentor training team staff to encourage the ongoing development of team members.

We are seeking a team player who operates with a high degree of urgency and ownership to ensure successful outcomes are achieved; takes a ‘can do’ approach to solving problems with a natural tendency to go the extra mile; has a keen attention to detail; has a track record of producing results, not just being busy, creatively overcoming obstacles and who prizes personal accountability; has a growth mindset, takes initiative, works well with little direction or oversight, can manage multiple competing priorities in a fast-paced ambiguous environment, and has an innate desire to deliver high-quality work.

ESSENTIAL DUTIES/RESPONSIBILITIES

DUTIES & RESPONSIBILITIES

Strategic:

• Develop and lead the organization's talent management strategy, aligning it with the company's long-term business goals and objectives.

• Develop and implement strategies to drive a high-performance culture.

• Research organizational and team performance, identify areas of opportunity, design solutions, lead implementation, and measure outcomes.

• Utilize KPIs to continually set direction, evaluate progress, and improve processes.

• Collaborate with HR Team, Division Heads, SBU Heads, and Executives to understand talent needs and provide strategic guidance.

• Build strong partnerships with internal stakeholders to ensure alignment with talent management strategies.

• Manage the talent management budget efficiently, optimizing resources for maximum impact.

• Measure effectiveness of Talent Management strategies, while also identifying and improving programs on a continuous basis.

• Establish tracking and measurement approach, and monitor progress to report status to SBU leaders.

• When necessary, complete executive updates and program report outs of performance health within designated SBU’s.

• Serves as a catalyst to fire up the leadership engine and commitment during high velocity culture change, building leaders at every level capable of sustaining our future.

Talent Acquisition:

• Collaborate with executive leadership to identify talent needs and workforce planning.

• Manage and oversee all aspects of the hiring process from forecasting and planning to sourcing, selection, candidate communications and offer.

• Manage external recruiters and temporary staffing houses required to supplement recruiting for full-time staff and contract resources.

• Manage and improve company internship program and lead initiatives and develop processes to amplify our employer brand.

Talent Management:

• Plan, implement, and manage the performance management process, including goal setting, feedback, calibration, and performance evaluations.

• Implement succession planning strategies to identify and develop high-potential employees for future leadership roles.

• Create and manage talent pipelines to ensure a robust leadership bench for the next ten years.

• Utilize data and metrics to assess the effectiveness of talent management initiatives.

• Monitor key talent metrics, such as employee retention, engagement, and development progress.

• Develop strategies to enhance the overall employee experience.

• Provide coaching and support to emerging leaders and high-potential employees.

• Develop and implement retention strategies to reduce turnover and retain top talent.

• Identify and address factors that may contribute to employee attrition.

Talent Development:

• Executes all aspects of employee, leader and organizational learning programs, including needs analysis, design, development, delivery, and evaluation.

• Partners with HR and business leaders to administer career and talent assessments to identify employee readiness, talent gaps and retention risk.

• Work with managers to identify training needs and create learning opportunities.

• Manage corporate university with a comprehensive focus, including vision, communications, competency mapping, data analysis, and business value creation.

• Design training and development plans that align with career progression for each position type.

• Design leadership development programs to cultivate leadership skills at all levels of the organization and align to succession gaps.

• Champions the individual development of select managers, supervisors and emerging leaders across the organization, and positions new leaders for success by guiding the leader integration and assimilation process.

• Oversee the design and development of instructor-led and digital content that is both engaging and informative.

• Manage the provision of exercises, activities, and tests that enhance the learning process; to include meaningful metrics.

• Promote diversity and inclusion within the organization's talent management practices.

• Ensure equal opportunities for all employees and support initiatives that foster a diverse workplace.

• Develop and implement communication plans that advertise and develop engagement for talent management activities.

• Applies an employee-centered approach to building learning experiences that promote inclusivity, diversity, and belonging.

• Lead trainings for employees at all levels.

Chuzaiin Relations:

• Serve as the lead with respect to Chuzaiin Employee Relations.

EDUCATION AND EXPERIENCE:

The ideal General Manager of Talent Managemet will have a Master's degree in HR, OD, Business or a related field with 10-15 years Learning & Development experience.

The experience below is desired:

• Expertise in Talent acquisition and management processes.

• Experience in performance management cycles.

• Long term succession planning experience a must.

• Previous background working in a large cross matrixed organization.

• Demonstrated resiliency in a large company environment.

• Experience in scalable classroom led and eLearning solutions.

• Excellent knowledge of learning theories and instructional design models.

• Experience independently managing and delivering multiple projects at one time.

• Lesson and curriculum planning skills.

• Experience in project management.

• Ability to write effective copy, instructional text, audio scripts/video scripts.

• Interpersonal communication and problem-solving experience.

• Psychometric and assessments certifications preferred.

• Gallop Strength-Finder, DiSC, PxT Select, 360 Profiler experience a plus.

• DDI Certified Facilitator or other application credentials preferred.

• SHRM – SCP/CP a plus.

BENEFITS

• Competitive Salary with Bonus Opportunities
• Paid Time Off
• Comprehensive Medical, Dental and Vision Benefits (Low Premiums!)
• Flexible Spending and Health Savings Accounts
• Disability and Life Insurance
• 401(k) with Company Contribution
• Educational Tuition Reimbursement

SUPERVISORY RESPONSIBILITIES
Carries out SUPERVISORY RESPONSIBILITIES in accordance with the organization’s policies and applicable laws. Responsible for training employees, directing or distributing work, handling employee’s complaints, determining and/or planning work. Responsible for initiating hiring, disciplining, termination, and appraisal of work of employees.

Travel: up to 50%

Our company is proud to be an equal opportunity employer! It is the policy and commitment of the company to maintain a work environment that provides equal employment opportunity (EEO) for all its employees and applicants. We are committed to providing equal employment opportunities without regard to race, color, ethnicity, religion, sex, sexual orientation, gender identity, pregnancy, national origin, age, marital/domestic partner status, veteran status, disability, genetic information or any other applicable lawfully protected basis. This policy applies to all terms and conditions of employment.

We seek to employ individuals qualified for a position by virtue of job-related educational standards, training, experience, and personal qualifications.