Director, Talent Management

WHO WE ARE

Consumer Reports is an independent, nonprofit organization dedicated to a fair and just marketplace for consumers. Our team is made up of truth tellers, change agents, and consumer advocates who investigate and build coalitions to fight for fairness and justice in the marketplace for consumers. We leverage our evidence-based approach to demand safer products, a healthier environment, and equitable services for everyone. 

Our mission starts with you. We offer medical benefits that start on your first day as a CR employee that include behavioral health coverage, family planning and a generous 401K match. Learn more about how CR advocates on behalf of our employees.

OVERVIEW

In People & Culture at CR, no two days are the same. As the Director, Talent Management you will move seamlessly from leading employee relations and talent acquisition functions to partnering with the business on strategies that build and sustain a high-performing workplace.

As a member of the Talent Management team, you will report to the Acting VP,  Chief People Officer. In this  role, you will be responsible for developing programs, initiatives and systems to recruit, engage and retain the talent necessary to achieve CR’s strategic objectives. You’ll also ensure that Talent Management strategies are aligned with Operations & Analytics and Talent Development. 

If you are creative and resourceful and have excellent professional judgment, strong relationship building and communication skills and deep experience in employee relations management, organization design, performance management, coaching, succession planning, and data analytics, we’d love to hear from you. 

This is a hybrid position.  You can expect to be in our Yonkers, NY headquarters approximately once a week. 

How'll You Make an Impact

CR is committed to building and sustaining a high-performing, equitable and inclusive workplace.  As Director, Talent Management you will help create and implement organizational design strategies in order to build and sustain a high-performing and meaningful workplace. This will include developing the Business Partnering and Talent Acquisition teams by actively identifying relevant strengths and opportunities and providing or securing appropriate coaching, training and development, maintaining a comprehensive knowledge base of CR’s business and business objectives, using data to drive decisions and participating and/or leading division workgroups and process improvement projects.  You will also focus on:

Business Partnering

• Build strong relationships with organization leaders to align the business strategy and organizational needs with the appropriate change management solutions.
• With the VP, Chief People Officer, establish talent KPIs; oversee the collection of people-related data, analyze outcomes, and modify strategies as needed; prepare and present data analysis to stakeholders.
• Manage the business partner function, overseeing a team of P&C Partners to support people-related needs of the business and performance management.
• Lead the employee engagement assessment, analysis, and action planning process, and develop strategies to improve employee experience and retention.
• Contribute to continuous individual and organizational learning by partnering with Talent Development to execute development programs that close skills, knowledge and ability gaps that may slow or impede organizational performance.
• Design and oversee effective employee relations programs that ensure staff concerns are investigated, documented and resolved in accordance with all legal and regulatory requirements and best practices.
• Establish and administer effective people-related policies and procedures to promote policy and process clarity and transparency, support a culture of equity and fairness, and ensure compliance with federal, state, and local laws and regulations.
• Build compelling, inclusive onboarding programs that ensure new staff are aligned with organizational culture and values and placed on a path for success.

Talent Acquisition

• Oversee the full recruitment lifecycle from sourcing to offer; design and implement processes that create positive end-to-end experiences for candidates and hiring managers and promote evidence-based decision making.
• Direct the continuous improvement of TA systems and recruiting processes, policies, and procedures; and ensure their successful implementation.
• Manage the organization’s relationship with recruitment-related partners including recruitment agencies, Talent Acquisition system vendors, and talent-driven channels.
• Collaborate closely with other People & Culture and cross-functional leaders to understand workforce planning needs and develop pipelines and employer branding activities, and other talent acquisition initiatives that advance the organization’s people strategies.
• Create innovative sourcing and outreach strategies that support the development of diverse candidate pools and the cultivation of robust talent pipelines for future talent needs.

ABOUT YOU

You’ll Be Highly Rated If:

• You have the degree. You have earned your bachelor’s degree in business administration, human resources, human services, or a related field.
• You have the experience.  We are looking for at least 15-years of experience in a people department across a variety of areas that may include employee relations, talent acquisition, compliance,  learning & development, compensation, benefits, and/or operations.  You should also  have comprehensive, current knowledge of developments in federal, state, and local employment and labor-related laws, including Title VII, ADA, FMLA, FLSA, and NLRA.
• You are an influencer. You have 10-years  experience influencing high impact decisions at the most senior levels of an organization.
• You understand organization design in the people space. You have at least 5-years experience designing, developing and supporting organization-wide talent management programs that cover employee relations management, organization design, performance management, coaching, succession planning, and data analytics.
• You know Talent Acquisition.  You have  5+ years of experience in full cycle recruitment, including a solid understanding of sourcing techniques and tools , screening, managing the interview process with an eye towards mitigating bias and moving candidates through to accepted offers. You also have advanced knowledge and skill using applicant tracking software to manage the full talent acquisition lifecycle.
• You use data to drive your decisions. You have a strong data orientation and comfort making and defending data-driven, evidence-based decision.

You’ll Be One Of Our Top Picks If

• You have an advanced degree. You’ve earned a master’s degree in industrial/organizational psychology, organizational development, applied behavioral science or related discipline.
• You have the receipts. You have a valid  PHR, SPHR or SHRM-CP certification.
• You have worked in media or technology. Your experience includes providing business partner support to creative, revenue-generating, and/or technical teams in the technology or media industry.
• You understand union environments. Your experience includes overseeing talent management programs for unionized staff.
• You understand the value of customer service as a People & Culture professional and acting with a sense of urgency..
• You are a comfortable communicator. You communicate effectively orally and in writing with stakeholders at every level of the organization.
• You are a relationship builder. You have the ability to work and build trust across cultural differences related to race, class, age, gender, gender identity and expression, sexual orientation, religion, ethnicity, national origin and ability
• You're good with Google (or Microsoft).  You have Intermediate to advanced proficiency. 

FAIR PAY AND A JUST WORKPLACE

At Consumer Reports, we are committed to fair, transparent pay and we strive to provide competitive, market-informed compensation.The target salary range for this position is $200K-$220K. It is anticipated that most qualified candidates will fall near the middle of this range. Compensation for the successful candidate will be informed by the candidate’s particular combination of knowledge, skills, competencies, and experience.

Consumer Reports is an equal opportunity employer and does not discriminate in employment on the basis of actual or perceived race, color, creed, religion, age, national origin, ancestry, citizenship status, sex or gender (including pregnancy, childbirth, related medical conditions or lactation), gender identity and expression (including transgender status), sexual orientation, marital status, military service or veteran status, protected medical condition as defined by applicable state or local law, disability, genetic information, or any other basis protected by applicable federal, state or local laws.  Consumer Reports will provide you with any reasonable assistance or accommodation for any part of the application and hiring process.