Organization & Talent Development Manager

As the Organization & Talent Development Manager at Box, your primary responsibilities include leading change management projects, improving performance management systems, and enhancing awareness of performance processes among employees. You’ll also advocate for performance management’s importance to career growth and drive collaborative efforts across various teams to optimize talent management initiatives.

To be considered for the Organization & Talent Development Manager role at Box, candidates should have at least 3 years of relevant experience in project management, human resources, or organizational development. A Bachelor’s degree in a related field is required, with a Master’s degree preferred. Strong analytical skills and experience managing diverse stakeholders are also essential for success in this role.

At Box, performance management is defined as a holistic approach to developing talent, setting goals, and fostering employee growth. The Organization & Talent Development Manager is expected to provide frameworks for performance evaluation, implement developmental programs, and continuously refine performance management systems to support both employee success and organizational goals.

Box prides itself on a culture that emphasizes collaboration, inclusivity, and the continuous pursuit of excellence. As an Organization & Talent Development Manager, you will be part of a team that values diverse perspectives and promotes a growth mindset. Our commitment to community and face-to-face interactions fosters a supportive environment where Boxers can thrive.

The Organization & Talent Development Manager at Box will oversee various complex projects, including optimizing performance management processes, driving change management initiatives, and implementing new talent review frameworks. This role involves working closely with different departments to ensure alignment and success across the organization.

In answering this question, focus on specific performance management systems you have implemented or improved in previous roles. Highlight your project's goals, outcomes, and any metrics you used to measure success. Emphasize your ability to work with stakeholders to achieve alignment and positive results.

When discussing your approach to project management, mention specific methodologies you prefer (such as Agile or Waterfall) and provide examples of successful HR projects you’ve led. Stress your ability to manage timelines, stakeholder expectations, and how you adapt to changing priorities.

Engage the interviewer by sharing your strategies for building relationships with stakeholders. Discuss the importance of communication, empathy, and providing value to each stakeholder. Include examples where these strategies resulted in improved collaboration and project outcomes.

Provide a specific instance where you effectively resolved a conflict within a team. Detail the steps you took to mediate the situation, emphasizing your listening skills and ability to find common ground, which led to a successful resolution and improved team dynamics.

Share your intrinsic motivation for talent development, such as seeing individuals succeed, fostering growth, or shaping organizational culture. Emphasize past experiences that sparked this passion and how you plan to bring that enthusiasm to Box.

Present a concise summary of a successful change management project. Highlight the challenges you faced, your strategic approach, the roles of various stakeholders, and the tangible results of your efforts, ensuring to address how the project benefitted the organization as a whole.

Discuss qualitative and quantitative measures you use to evaluate the impact of performance management initiatives, such as employee feedback, performance metrics, and retention rates. Make sure to mention how you use data to inform decisions and drive continuous improvement.

Mention specific tools and software you’ve used for talent management, such as HR management systems or performance tracking software. Explain how these tools aided in streamlining processes and improving employee engagement in your previous roles.

Outline your vision for a performance management strategy by focusing on alignment with Box's culture and values. Discuss key components you would include, such as goal-setting clarity, frequent feedback, and recognition practices, while illustrating how each element would contribute to employee growth.

Discuss specific initiatives you've implemented or would implement to promote inclusivity within talent development. This may include diversity training, mentorship programs, or creating accessible resources and policies to ensure all employees have equal opportunities for growth and development.