Reporting to the Vice President, Human Resources, and working closely with the Vice President, Talent Management & Corporate HR, the Director, Talent Management and Organization Effectiveness (TMOE) is responsible for implementing and leading a talent management strategy to drive an integrated approach to succession management, executive and leadership development, learning and organizational design for the Residential segment. This includes strong leadership in change management, performance management, engagement, and diversity & inclusion. The TMOE leader is also responsible for driving change and process excellence in the HR operating/delivery model and providing HR Business partner support to Residential centralized functions.

Talent Management

S/he will drive segment strategies in all areas of talent aligned to the enterprise overarching talent goals. Deliver thought leadership to continually improve leadership capability. Assess leader and team development needs and improve, or create new, innovative learning and development solutions. Implement innovative approaches to talent management that will increase overall organizational, diversity and leadership bench strength across Residential and greater Lennox International.

Talent & Succession Management

• Design, develop, and deploy, in partnership with HR leadership, talent-related tools, processes, systems and programs across the Residential Segment and serve as a meaningful contributor to enterprise-wide talent initiatives.
• Implement, refine, and execute actionable, ongoing organization talent review and succession processes. Strengthen the talent pipeline and succession bench; ready talent for future skills and capabilities tied to the strategic plan.
• Serve as a talent authority, understand the backgrounds, strengths, weaknesses, and development needs of top talent. Through engagement in business discussions, provide in-the-moment coaching for business and HR leaders, including candid feedback and development recommendations.
• Engage and connect with network of external thought leaders, senior HR professionals and communities of practice in talent to keep informed of emerging research, trends, and practice.
• Identify critical talent and talent (capability) gaps across the segment.
• Manage high-potential employees and succession plans.

Performance management

• Managing the employee performance cycles across the segment to include leadership coaching, calibration cycles and analytics.

Leadership learning and development

• Partner with corporate L&D COE to design, build and implement L&D solutions that encompass hard and soft skills development. Develop programs to address gaps in front-line leadership through entry level management within the segment.
• Analyze impact of L&D solutions and investments.
• Implement corporate led L&D solutions to deploy for the segment.

Organizational Design/Effectiveness

S/he will lead Residential Segment initiatives to continually improve the HR Operating and Shared Services delivery models.

• Serve as champion for Residential opportunities to streamline HR processes, enhance efficiency, and reduce opportunity costs.
• Implement best practices and automation tools to improve the HR Shared Services function.
• Collaborate with cross-functional teams to integrate HR processes seamlessly into the organization.
• Collaborate closely with HR Business Partners, Talent Acquisition, and other HR functions to provide integrated HR support to the organization.
• Create and generate reports and analytics to track HR Shared Services performance and support data-driven decision making.
• Develop insights from data to improve HR services and processes.
• Partner with DE&I Corporate Leader on initiatives and programs to advance Lennox’s diverse culture.
• Provide change management advice and support to enable successful key transformation initiatives.

HR Business Partner (HRBP) Central Functions

S/he will serve as HR Business Partner to Segment level corporate support functions: Finance, Shared Services and Product Management.

The successful candidate must be energized by teamwork. S/he must be forward thinking and creative, attentive to details, credible and dedicated to producing high quality outcomes. This role requires a professional that has the ability and initiative to diagnose issues quickly, influence solutions, and execute project details at a rapid pace.

• Broad Talent Management experience with emphasis in talent development, succession/performance management, leadership development, learning, and diversity & inclusion. It is important that this person have a record of accomplishment with best-in-class talent management strategies and teams across growing organizations.
• Proven experience in diagnosing organization capability requirements and translating these into practical solutions, including leader development and talent management practices, processes and/or programs.
• Demonstrated understanding of learning, training, and leadership development; and an awareness and understanding of the learner of the future.
• Ability to recognize great talent and potential in individuals. S/He will lead an efficient process for talent development and career building, improving on talent retention and engagement.
• Experience and success as a respected HR Business Partner is strongly desired.
• Proven relationship-building, continuous improvement, lean principles, and project management skills.
• Outstanding communications skills, including written, verbal and presentation. Demonstrated ability to champion a continuous learning approach to enhance organizational capability and foster innovation.

Qualifications

WHAT WE ARE LOOKING FOR

• Requires a bachelor’s degree or an equivalent combination of education and experience
• Requires at least 10 years related experience