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We are Generac, a leading energy technology company committed to powering a smarter world.

Over the 60 plus years of Generac’s history, we’ve been dedicated to energy innovation. From creating the home standby generator market category, to our current evolution into an energy technology solutions company, we continue to push new boundaries.

The Talent Program Director serves as the primary lead for all initiatives associated with talent management and acts as a strategic business partner to drive initiatives that support the organizational talent goals and objectives. This role will partner with business leaders, HR Business Partners, and other HR functions to identify opportunities across the employee lifecycle to create programs and tools that lead to an enhanced employee experience through the use of surveys, action planning, root cause analysis, and other methods to evaluate organizational impact.

This role is responsible for leading the collaborative development and implementation of high-impact talent management programs, tools, systems and processes that:

1) Help identify, build and retain a strong pipeline of ready, capable talent to support and drive business objectives

2) Drive talent/business alignment and support our pay-for-performance philosophy with modern, standardized performance management practices

3) Enable sustained employee engagement through HR-enabled / Leader-led strategies

4) Drive talent mobility and career development with foundational frameworks and moderated processes

Major Responsibilities

Talent Management System & Process Optimization

+ Drive execution of internal talent management programs from project planning, to rollout to adoption and review / sustainment. Provide ongoing reporting & metrics to monitor the progress of talent programs and processes.

+ Work with members of the Talent Management team and Employee Communications team to identify and draft communications to support key Talent processes and timelines.

+ Provide support to operationalize the performance management process from goal setting, progress updates, talent profile and career discussions, performance review, and calibration.

+ Partner with HRIS and IT to define, develop, test, document, train and implement key Talent Processes via the Talent Management System.

+ Partner with the HR Business Partner team to execute talent processes; gather data and feedback to form the process and to make enhancements as needed.

+ Act as the system Subject Matter Expert (SME) to develop and deliver training materials, training sessions and documentation to employees, managers, and HR Business Partners.

+ Work to create and shepherd a detailed annual Performance Management & Talent Review & Succession Calendar that include key dates / activities for Employees, Managers, HR Business Partners and TM / HRIS System maintenance. Monitor progress toward this plan to ensure all processes remain on-schedule.

• **Talent Review / Succession Planning / Performance Management**

+ Work to plan talent review sessions for department leaders.

+ Support HR Business Partners and leaders for department talent reviews and act as a trusted advisor to provide expertise on how to identify and invest in critical talent, as well as influence key talent decisions to ensure that the right people are in critical roles.

+ Develop and deliver robust content for manager and above talent discussions, including Individual Development Plans (IDPs).

+ Provide ongoing reporting on metrics related to the organizational talent diversity objectives and measure progress toward these targets.

+ Research, identify and incorporate external leading best practices, innovations and trends into design of talent management and organizational effectiveness solutions where appropriate. Recommend strategies to address gaps, using organization development tools to support employee engagement goals.

Talent Assessment & Key Talent Development

+ Assist with the needs analysis, vendor identification and selection of Talent Assessment partners (i.e. PI, MBTI, Leadership Potential Inventory, as needed) to validate talent readiness, drive deeper gap analysis and/or round out strategic assessment strategy. Act as project manager for this process to ensure that partners are identified and proposal is developed ahead of budgeting for the next year.

+ Align with Director of Learning & Development to assess internal Leadership development and HiPo development programs to ensure alignment with key talent development objectives.

+ Act as the Subject Matter Expert (SME) for coaching and mentoring processes. Develop and distribute resources and tools to managers and above to support ongoing coaching and mentoring.

+ Research, identify and incorporate external leading best practices, innovations and trends into design of talent management and organizational effectiveness solutions where appropriate. Recommend strategies to address gaps, using organization development tools to support employee engagement goals.

+ Manage External Development Programs for key Talent Pool populations (as needed). This includes, but is not limited to: vendor management and contract maintenance; invoice management, communication with participants and their managers before, during and after program attendance, ongoing engagement and follow-up with past program participants.

Other Duties as assigned and the following:

+ Work closely with stakeholders to ensure all programs are inclusive and aligned with the Generac People strategies.

+ Cross-train on and serve as a Workday system SME / Backup.

+ Support other Talent Management or Engagement projects, where needed.

+ Perform other duties as assigned to support efficient operation of the department and company.

Minimum Job Requirements

Education

+ Bachelor’s degree in Management, Human Resources or related field or equivalent

Work Experience

+ 7 years of business experience in Talent Management, Human Resources, or Learning & Development in a corporate environment

+ 5 years demonstrated program management skills related to HR / Talent cycle

Knowledge / Skills / Abilities

+ Excellent communication, interpersonal, presentation and influencing skills

+ Sense of urgency and ability to operate in a fast-paced, high-energy environment

+ Ability to develop and maintain strong, effective internal customer/business partner relationships to achieve Talent Management objectives

+ Ability to understand complex global organization & interdependencies; using knowledge to influence & make talent program decisions

+ Ability to demonstrate strong business acumen in strategy, industry trends and best practices in the areas of Talent Management or Learning & Development

+ Innovative and proactive problem-solving skills with the ability to exercise integrity and sound judgment in complex and ambiguous situations

+ Strength in reporting metrics/data analytics

+ Experience with HR processes and systems (such as Ceridian, Workday, Avature, etc.) and SAP or equivalent ERP

+ Proficient computer skills with Microsoft Office Suite (Word, Outlook, Excel, Visio, PowerPoint, OneNote, SharePoint)

Preferred Job Requirements

Education

+ Advanced degree in relevant field such as Business, Education, Organizational Psychology, or Organizational Development

Certification / License

+ Certified in a Training Program or Assessment Tool

+ Relevant professional certifications, such as PHR, SPHR, ATD or other training association certifications

Work Experience

+ Demonstrated ability to work in a global, m atrixed organization to develop and deliver Talent Management and/or development programs.

**Physical Demands** : While performing the duties of this job, the employee is regularly required to talk and hear; and use hands to manipulate objects or controls. The employee is regularly required to stand and walk. On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 - 50 pounds. Specific conditions of this job are typical of frequent and continuous computer-based work requiring periods of sitting, close vision and ability to adjust focus. Occasional travel.

_“We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law.”_

Our success is directly tied to our employees’ professional growth and personal well-being, combined with strong families and communities. As an inclusive workplace, our employees embrace diversity, celebrate differences, and treat others with equality and respect.

Over the 60 plus years of Generac’s history, we’ve been dedicated to energy innovation. From creating the home standby generator market category, to our current evolution into an energy technology solutions company, we continue to push new boundaries.

As one of the leaders and largest suppliers of power generation equipment and technology, the work we do touches millions of lives. Employees at Generac are encouraged to be innovative and are valued as an integral part of our global team. Our challenging goals develop knowledgeable employees dedicated to helping continue Generac’s success. Generac provides individuals the opportunity to work in a fast-paced agile work environment where their work makes a difference in people’s lives and their own.