Senior Manager, Global Executive and Leadership Development – 873597

Senior Manager, Global Executive and Leadership Development

## Job Description

Youre not the person who will settle for just any role. Neither are we. Because were out to create Better Care for a Better World, and that takes a certain kind of person and teams who care about making a difference. Here, youll bring your professional expertise, talent, and drive to building and managing our portfolio of iconic, ground-breaking brands. In this role, youll help us deliver better care for billions of people around the world. It starts with YOU.

The Senior Manager, Executive and Leadership Development

serves as a strategic talent management expert, people leader / manager, project leader and contributor in several of the following areas: executive and leadership development, high potential talent development, executive coaching and onboarding, critical workforce capabilities, executive assessment and selection, executive team development, enterprise talent review, succession management, and executive talent brokering.

In this role, you will:

– Lead the strategic design, development, and implementation of several global and enterprise projects and / or mega-processes targeting executive and leadership development: multi-module development programs that include integrated journeys, roadmaps and curriculum to create high-impact experiences for executives and their leadership teams; enterprise critical workforce segments and capabilities to inform build / build / borrow strategies; enterprise talent assessment, succession management, critical role identification, high potential identification and accelerated development planning to enhance organizational bench strength; talent slating and brokering to ensure highest and best use of talent; enterprise talent reviews for executive leadership team and critical workforce segments (e.g., General Managers).
– Serve as a subject matter expert in talent management, executive development and leadership development methodologies, programs, processes, content, and best practices in alignment with K-Cs business and people strategies.
– Lead the content design and development of talent management methodologies programs, processes, and resources (in partnership with internal team members and stakeholders and external executive development partners) that are in alignment with K-Cs business and people strategies and the global talent management teams strategic priorities;
Take initiative to ideate, develop a business case, socialize and implement approved ideas and project plans; take plans from ideation to fruition while obtaining inputs from key stakeholders and utilizing best talent management practices.
– Build executive presentations (e.g., for K-Cs Executive Leadership Team and / or Board of Directors) that succinctly tell a holistic talent management story.
– Build consistent talent management approaches across global business segments and functions targeting executive development and leadership development methodologies, resources, measurements, etc. while ensuring quantitative and qualitative measurements are embedded to understand impact.
– Create and deploy embedment strategies so talent solutions across the globe are executed and implemented in a consistent enterprise fashion; Lead regular audits of Executive and Leadership Development programs and drive continuous learning program improvement.
– Build and maintain close working relationships with the COEs, HR leaders, business leaders and HR colleagues across the global enterprise to understand key business objectives, priorities, and direction.
– Ensure program and initiative effectiveness (i.e., through measurement surveys and focus groups) and continual process improvements by conducting analyses, identifying key observations, preparing reports and presentations, making recommendations to leadership based on findings and driving those recommendations to rea ization;
Occasionally facilitate in-person and virtual development offerings as part of the overall Global Talent Management portfolio.
– Oversee, coach, and develop skills and capabilities of junior team members in executive and leadership development ideation, design, socialization, measurement, implementation, measurement, process improvement and sustainment aligned to best practices, current trends and current / future business needs.

About Us

Huggies. Kleenex. Cottonelle. Scott. Kotex. Poise. Depend. Kimberly-Clark Professional. You already know our legendary brandsand so does the rest of the world. In fact, million of people use Kimberly-Clark products every day. We know these amazing Kimberly-Clark products wouldnt exist without talented professionals, like you.

At Kimberly-Clark, youll be part of the best team committed to driving innovation, growth and impact. Were founded on more than 150 years of market leadership, and were always looking for new and better ways to perform so theres your open door of opportunity. Its all here for you at Kimberly-Clark.

Led by Purpose. Driven by You.

About You

You perform at the highest level possible, and you appreciate a performance culture fueled by authentic caring. You want to be part of a company actively dedicated to sustainability, inclusion, wellbeing, and career development.

You love what you do, especially when the work you do makes a difference. At Kimberly-Clark, were constantly exploring new ideas on how, when, and where we can best achieve results. When you join our team, youll experience Flex That Works: flexible (hybrid) work arrangements that empower you to have purposeful time in the office and partner with your leader to make flexibility work for both you and the business.

In one of our

professional roles, youll focus on winning with consumers and the market, while putting safety, mutual respect, and human dignity at the center. To succeed in this role, you will need the following qualifications:

Bachelors degree; 10 years of experience in executive and leadership development, specifically in building, socializing, and deploying leadership solutions for the top 100 leaders of a global, matrixed organization and/or in building and executing enterprise executive development strategic initiatives and mega-processes (e.g., talent assessment, succession management, critical workforce segments and capabilities, etc.); Masters in Industrial and Organizational

Psychology is preferred.

5 years of experience managing high performing talent management and / or executive and leadership development teams, in addition to strong capability of leading through influence across cultures.

E

xecutive coaching certification; Hogan Assessments certification is preferred.

Experience building, deploying, and embedding talent management solutions as a Center of Expertise member and outside North America; Experience with assessment centers.

Communicates Effectively:

Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.

Business Acumen:

Applies knowledge of business and the marketplace to advance the organizations goals. For example, clearly understands how own activities relate to critical business drivers.

Technical HR Acumen:

Understand Organizational Development science, practices, processes, structure, and technologies.

Data Acumen: