Lead, Talent Management (Palm Bay FL)

The Lead, Talent Management at L3Harris is responsible for driving initiatives in Employee Engagement, Performance Management, and Team Effectiveness. You will lead strategy development for engagement initiatives, represent the segment on enterprise councils, propose creative solutions to enhance the employee experience, partner with HR colleagues, oversee the annual performance management process, and assess the effectiveness of ongoing programs.

To qualify for the Lead, Talent Management role at L3Harris, candidates need a Bachelor's Degree plus at least 9 years of relevant experience, or a Graduate Degree with 7 years of experience. Alternatively, candidates without a degree can apply if they have a minimum of 13 years of related experience. Additionally, skills in consulting, coaching, facilitation, and project management are preferred.

A successful candidate for the Lead, Talent Management role at L3Harris should possess strong consulting, coaching, facilitation, and presentation skills. Excellent organizational, communication, and interpersonal skills are also vital. Additionally, project management experience and analytical abilities to derive actionable insights from data will significantly enhance your effectiveness in this position.

L3Harris provides a robust benefits package for the Lead, Talent Management role, which includes health and disability insurance, a 401(k) match, flexible spending accounts, education assistance, parental leave, paid time off, and company-paid holidays. Each employee's benefits may vary based on factors like hire date and schedule type.

While the Lead, Talent Management position at L3Harris is primarily remote, the company is targeting candidates in Palm Bay, FL, who can participate in occasional onsite activities. This arrangement allows for flexibility while still fulfilling essential job responsibilities.

When discussing your experience with Employee Engagement, focus on specific programs you've developed or contributed to. Highlight the ways in which these initiatives positively impacted employee morale, retention rates, or overall organizational performance. Providing metrics or examples will demonstrate your effectiveness in this crucial area.

To develop a high-performance culture, I would start by assessing current engagement levels and identifying gaps. Collaborating with leadership, I’d create tailored training programs and performance management systems that align with organizational goals. Continuous feedback, recognition, and development opportunities are key components of this process.

In answering this question, select a concrete example where your leadership directly led to a goal achievement. Describe the goal, the steps you took to lead the team, challenges faced, and what the end results were. Emphasize your role in coordinating efforts and facilitating team dynamics.

To stay current with Talent Management trends, I regularly engage with professional networks, attend industry conferences, subscribe to relevant publications, and partake in online courses. Continuous learning is essential to identify emerging technologies and best practices that I can bring back to the organization.

I utilize a combination of qualitative and quantitative metrics to assess team performance. This includes regular performance reviews, team feedback surveys, and analyzing key performance indicators tailored to the team’s objectives. Engaging in one-on-one discussions also provides insights into team dynamics and areas for improvement.

In a remote work environment, I focus on maintaining open lines of communication through regular check-ins, virtual team-building activities, and recognition programs. Leveraging technology to create collaborative spaces helps keep remote employees engaged, ensuring they feel connected and valued.

Data analytics are critical in my approach to Talent Management as they allow me to identify trends, gauge program effectiveness, and drive data-informed decision-making. By analyzing employee feedback and performance data, I can better understand needs and tailor initiatives accordingly.

My experience with performance management involves overseeing annual reviews, setting measurable objectives for employees, and providing constructive feedback. I emphasize the importance of aligning personal goals with organizational objectives to foster a culture of performance and accountability.

To address resistance to change, I would first seek to understand the concerns and motivations of those resisting. Open dialogue and addressing fears are crucial. I'd present data and case studies showcasing the benefits of the initiative, while also involving team members in the change process to gain their buy-in.

To build manager capability, I provide training programs focusing on effective communication, coaching skills, and ways to inspire teams. By equipping managers with these skills and emphasizing the value of engagement, I help them become active champions within their teams.