Dr Martens Hiring for GLOBAL HEAD OF STRATEGIC TALENT MANAGEMENT AND DEVELOPMENT at London Full Time

Our business is on a journey of incredible growth which is reflected in the continued investment and expansion in our most important asset – our talent. We are at an exciting inflection point as a business and as an HR organization. We have very purposefully prioritized and focused on our talent in the next three years – the identification, assessment, career planning and development of our most precious and unique resource. On our critical priorities in the coming years will be the implementation of pragmatic, fit for purpose strategic talent management and development to ensure sustainable success in the future.

We have an exciting new role for someone passionate to help lead us in the thought leadership and implementation of this work. We are looking for someone to lead the creation of this talent management and development strategy, identifying the frameworks and tools that our designed specifically to meet the needs of the Dr Martens business today and for the future. This leader will develop a compelling and innovative growth offering to our people which will ensure we can attract, engage, develop and retain the very best talent, across all Dr Martens globally.

THE GIG

Develop an end to end talent management and development strategy and translate that strategy into a tangible and actionable plan, with key priorities for the fiscal year and our 3 year people plan

Design a pragmatic talent management framework for Dr Martens, incorporating all aspects of the talent management lifecycle – from definition, identification, assessment, succession and career management.

Develop an approach to assess critical capability needs and gaps across the global organization in partnership with the HR Leadership team. Prioritize these needs and build innovative and integrated learning solutions to address them. This would include creating tools which also enables our people to take ownership for their own development, that supplement and build from formalized development experiences.

For Leadership specifically, develop a Dr Martens fit for purpose leadership framework, potential assessment approach and integrated development plan, that takes into account on the job experiences, coaching/mentoring and formalized learning experiences

Design a career planning framework and methodology that provides Dr Martens employees with a view of potential growth opportunities – from Store Assistant to the c-suite!

Determine approach for feedback, coaching and performance enablement that leverages pragmatics tools and solutions that can be used across the Dr Martens ecosystem – retail, factory and corporate offices

Build an approach to building and development High Performance teams, with supporting tools and frameworks to maximise leadership and team effectiveness

Determine talent scorecard with clear tangible measures to track talent management and development effectiveness

Determine Talent and Development team structure, that enables effective rollout of tools, programs and initiatives, leveraging both internal and external resources

YOUR FUNDAMENTAL QUALITIES

It’s never just a job at Dr. Martens. It’s a way of life. We live and breathe our Fundamentals – INTEGRITY. PROFESSIONAL. PASSIONATE. TEAM PLAYERS. They define who we are and how we get the job done. We believe each role is as unique as the person who does it. To be our Head of Strategic Talent Management and Development you will also possess these qualities:

Previous experience building and implementing Talent Management and Development strategies

Measurable outcomes informing the organizations leadership on progress

Facilitation of learning and development content at all levels of the organization

Know what great talent looks like, experience with potential assessment methodologies and how to adapt these tools to different cultural needs

An innate execution and implementation wiring – the ability to get a plan in place and work the plan

Experience in driving organizational change and influencing skills to implement

Understanding of organizational culture, and how to get results across different audiences with different needs

Experience with different psychometric evaluations, for example, HBDI, MBTI, Herman, EQi, etc.

Passionate about the development of yourself and others, and all things talent

You’ve been there and done it and are not daunted by starting from the bottom up

Flexible, resilient, adaptable and comfortable with ambiguity – be ready for anything

Pragmatic and solution-oriented

Strong and inspiring people leader

Ability to move between big picture strategic planning and detail, and not afraid to get your hands dirty

Innovative and creative thinker, AND extremely pragmatic and learner centric in approach.