GRAIL is a healthcare company whose mission is to detect cancer early, when it can be cured. GRAIL is focused on alleviating the global burden of cancer by developing pioneering technology to detect and identify multiple deadly cancer types early. The company is using the power of next-generation sequencing, population-scale clinical studies, and state-of-the-art computer science and data science to enhance the scientific understanding of cancer biology, and to develop its multi-cancer early detection blood test. GRAIL is headquartered in Menlo Park, CA with locations in Washington, D.C., North Carolina, and the United Kingdom. GRAIL, LLC is a wholly-owned subsidiary of Illumina, Inc. (NASDAQ:ILMN). For more information, please visit www.grail.com.
The Talent Management Director is a critical role for developing and aligning an enterprise talent philosophy and building out a framework to support the business in driving organizational performance and building a strong talent pipeline.
This role will be a strategic partner, consultant, builder, and owner of talent strategy and will define and translate global talent management strategy into the design of major talent programs (e.g., talent reviews, succession management, talent movement, career development, leadership development, talent architecture) partnering with the business, People leadership team, and COEs.
The Talent Management Director will work closely with People Partners, L&D, and other stakeholders across the organization to assess existing practices, policies, and processes, and lead new initiatives to build and enhance talent management practices.
The Impact You Will Have;
- Serve as an innovative thought leader on everything related to talent management and bring a creative and proactive approach to strategic people efforts at every stage of the talent lifecycle.
- Work closely with key stakeholders (People Partners, L&D, Leadership) to develop talent management strategies to support growth and high-performance as well as alignment to Grail’s culture and values.
- Build strong partnerships across the organization to ensure new designs align seamlessly with existing programs.
- Translate broad, longer term vision and objectives into specific milestones and goals to deliver key talent initiatives for the business.
- Establish a rhythm of the business calendar for talent management activities to drive consistency on execution and experience.
- Develop an ongoing talent dialogue with the business by driving talent reviews, succession and talent planning efforts in conjunction with the People Partners that ensure teams have the talent needed to deliver on their strategy.
- Initiate a Culture initiative to galvanize around key cultural activation strategies
- Thrive and contribute to a culture where learning, coaching and radical candor feedback lead to positive impact and results.
- Benchmark talent management practices and build programs that address needs and are ahead of the curve.
- Identify and address critical gaps in talent management tools, methodologies, and principles through identification of business needs as well as industry trends and leading practices; drives the design and/or implementation of talent management tools (e.g., skills assessments, organizational diagnostics, successor talent assessments) to improve benchmarking, evaluation, forecasting, decision-making, and management of talent.
- Analyze business priorities and data (e.g., bench strength, assessment data, growth projections) to identify and develop talent management strategies.
- Develops, guides, and manages the execution of talent management programs (e.g., succession management, talent reviews, talent movement, leadership development, talent architecture) by anticipating future organizational talent needs, Identify stakeholders and partners, and establish priorities influencing through others to be accountable for project execution.
What We Look For;
- Competence in all Talent Management practices to identify solutions and leverage relevant resources
- Strong project management and program management experience with a track record of delivering company-wide projects or initiatives.
- Excellent communication skills and ability to influence and empower at all levels within the organization
- Ability to effectively drive change management and communication strategies to various audiences for new programs and changes at all levels of the organization
- Ability to think conceptually and strategically, with the ability to operationalize strategizes and effectively execute them
- Ability to translate business needs into strategic initiatives and drive them to successful outcomes
- Ability to operate effectively when there is ambiguity and progress forward with a bias for action
- Proven ability to build strong relationships, influence key stakeholders and build consensus around decision-making and problem solving
- Excellent organization and follow-through skills with the ability to multi-task and respond effectively to changing priorities and demands
- Externally recognized as an industry leader or innovator in talent management practices is highly desirable
- 12 or more years of work experience with a Bachelor’s Degree or at least 8 years of work experience with an Advanced Degree (e.g.Masters/ MBA/JD/MD/PhD)
- Organizational Design and Change Management certification or experience desired.