About the Job

The Manager of Talent Development Programs provides expertise in the overall management, governance, and maintenance of FMI’s performance management, talent review succession planning, leadership development, and other related key talent programs and initiatives in service of advancing FMI’s mission to transform cancer care, supporting the growth of the company, and enabling FMI to continue to attract, nurture, develop, and engage its employees.

The primary goal of the Manager of Talent Development Programs is to support the evolution and implementation of our key Talent programs. The incumbent will make iterative agile enhancements and improvements, manage the day-to-day operations of the processes, ensure our programs are aligned to external trends and best practices, and enable members of the People Team to deploy key People and Organizational Development programs.

Key Responsibilities

• Performance Management
  • Oversees and manages the FMI performance management process, titled “MyPath.”
  • Acts as the lead for the MyPath working team, managing regular team meetings that ensure the integrity of the MyPath process approach is embraced by and proliferated to the various stakeholders.
  • Makes ongoing iterative agile enhancements and improvements to each of the MyPath phases, including employee goal setting, career development conversations, summer check-ins, and the year-end feedback process.
  • Enhances and constantly looks for ways to simplify the MyPath tools for managers and resources for employees.
  • Ensures the People Strategy Leaders (aka senior HRBPs) and People Business Partners are informed, committed, and have the tools and resources needed to socialize and deploy MyPath phases in each function or business unit.
  • Strengthens and enables the synergies between MyPath and other FMI people manager programs.
  • Collaborates with People Analytics colleagues to measure the usage and effectiveness of the program phases; and determines insights and actions for making improvements; partners with the Total Rewards team to ensure there are links between MyPath and our Total Rewards Philosophy (e.g. pay for performance, etc.).

• Talent Review Succession Planning
  • Oversees and program manages the “day-to-day” operations and process of FMI’s talent review and succession planning program; helps prepare for bi-annual executive talent review meetings.
  • Makes iterative agile enhancements and improvements to each component in the talent review and succession planning framework.
  • Collaborates with People Strategy Leaders (senior HRBPs) and FMI leaders to identify key roles, capture “highest potential talent,” and record the development needs of the highest potential talent.
  • Leverages the FMI succession planning framework to capture and maintain up-to-date data on Key Role incumbents and succession candidates.
  • Builds and maintains a catalog of individual leadership profiles.
  • Monitors and measures talent and benches; sets, tracks, and embeds talent analytics (with support from our People Analytics team) for improved decision making.
  • Works closely with Executive Search to ensure previously identified succession candidates are first to be interviewed for open key role requisitions with the goal of filling the majority of FMI’s key roles with internal high potential candidates.

• Leadership Development
  • Partners with Learning and Development colleagues to design, develop, and prepare leadership level development programming.
  • Manages and supports the set-up of a new leadership development curriculum, that includes quarterly leadership seminars, digital approaches to create new learning habits, and individual development plans connected to 360 feedback and overall leadership effectiveness scores.
  • Curates, personalizes, and integrates current leadership development assets from our parent company and its affiliates with FMI’s leadership programs.
  • Acts as the primary liaison between FMI and leadership development partners and vendors.
  • Manages the building and execution of an annual senior leadership learning forum.
  • Plans for and ensures deployment (in partnership with preferred vendors) of leadership 360 and other assessment and feedback mechanisms.

• Other duties as assigned.

Qualifications

Basic Qualifications

• Bachelor’s Degree

• 4+ years direct experience project managing complex talent programs in talent management, leadership development, or Learning and Development functions

• 5+ years of prior Human Resources experience

Preferred Qualifications

• Master’s Degree in leadership development, L&D, OD, Industrial/Organizational Psychology, Business (MBA) or related field

• Strong project management capabilities and demonstrated ability to juggle multiple deadlines, quick turnarounds with multiple stakeholders and partners, and produce remarkable results in a fast-paced environment

• Solid understanding of all functional areas of Human Resources to ensure program integration and alignment with business strategy

• Strong leadership skills and adaptability in a hybrid environment

• Experience in procuring and applying digital learning solutions to leadership and talent development

• Previous experience in Life Sciences with focus on oncology and biotechnology

• High degree of interpersonal, partnering and relationship building skills to engage and influence key stakeholders and gain alignment across the People Team

• Highly collaborative, respectful of peers’ expertise and willing to align own projects, timelines and outcomes with related efforts

• Strong demonstrated ability to influence others and their results without direct reporting relationships

• Understanding of HIPAA and importance of privacy of patient data

• Commitment to reflect and act on FMI’s values: passion, patients, innovation and collaboration in combination with total embracement of diversity, equity and inclusion philosophies