Senior Manager-Talent Development
S&C Electric Company
Lead global talent development strategy, programs, and performance management initiatives
7 days ago ago
$151,140 - $200,318
Expert & Leadership (13+ years), Experienced (8-12 years)
Full Time
Chicago, IL
Office Full-Time
Company Size
2,900 Employees
Service Specialisms
Engineering
Design
Technical Services
Project Management
Consulting
Turnkey
Sector Specialisms
Commercial
Industrial
Energy
Renewable Energy
Power Quality
Electric Utilities
Grid Automation
Distribution Automation
Role
What you would be doing
budget management
performance mgmt
talent data
career framework
leadership program
org development
- Budget Management: Develop and manage the Talent Enablement budget, ensuring accuracy and appropriate allocation of resources to maximize ROI and the achievement of departmental strategies and objectives.
- Leadership & People Management: Lead, inspire, and develop a high-performing team. Role model appropriate and professional workplace behaviors, address/mediate conflicts to restore harmony, and support a positive, healthy, and inclusive workplace culture in accordance with S&C’s mission, vision, values, and guiding principles. Manage departmental administrative team member processes. Oversee a team of leaders and support them in managing their direct reports including but not limited to recruitment, induction, vacation management, performance reviews, performance improvement plans, and workforce/succession planning. Proactively establish, monitor, and hold leaders accountable to clear responsibilities and accountabilities, provide ongoing performance feedback, both positive and developmental, address performance gaps in a timely manner, recognize and reward achievements, and initiate decisions for corrective actions and terminations where required. Foster a culture that supports the growth and development of both leaders and team members, and proactively train, mentor, and coach team members.
- Organizational Development:Spearhead organizational development initiatives, including succession management, talent review process, and internal salaried mobility programs, while leading change management efforts and orchestrating strategic communications to amplify the impact of talent programs, cultivate engagement, and nurture a culture of continuous learning and growth.
- Strategy Deployment: Collaborate closely with the Sr Director of Global Talent Enablement to craft and refine global leadership and talent program strategies that resonate with S&C's overarching business objectives. Serve as a key influencer in aligning talent initiatives with organizational goals, ensuring agility and responsiveness to evolving market dynamics. Lead the design and integration of global talent management programs; such as talent identification, succession management and talent development programs. Promote and increase the visibility of talent programs through organization-wise communication plans, leveraging S&C's intranet and other innovative strategies with the goal to continually increase uptake and utilization of talent programs and tools.
- Performance Management & Talent Review: Drive performance management and Talent Review strategies by championing leader development, deploying advanced tools for talent identification and skill gap analysis, collaborating with HRBPs to operationalize actionable succession plans, and proactively monitoring readiness to mitigate retention risks and ensure organizational resilience.
- Talent Marketplace: Oversee the strategic governance, enhancement, and application of the Career Framework structure, and Work Element program collaborating with organizational leaders to align with evolving business needs, optimize internal equity, and drive performance, recruitment, and retention initiatives. Partner with functional/subject matter expert leaders to assess the effectiveness of the program and identify the short to mid-term needs of the business.
- Compliance: Understand and comply with all applicable Company policies and rules
- Industry Insights & Thought Leadership: Proactively monitor and stay abreast of talent trends and best practices to inform short to mid-term talent program strategies and provide recommendations for long-term insights. Continuously monitor, evaluate, and report on program effectiveness to senior leaders and check and adjust as needed for enhanced organizational effectiveness.
- Talent Data Enhancement:Establish and lead a proactive talent data function, leveraging insights from performance and 360-degree reviews and robust skill libraries to transform talent management from a reactive to a data-driven, proactive approach, ensuring alignment with organizational needs and fostering continuous learning and development.
- Leadership Program Oversight: Direct the S&C Leadership Experience Program, ensuring its activities substantially support the specific skill and competency requirements of S&C's leadership team. Collaborate and lead the Leadership Program Manager and other team members to consistently enhance program activities and overall structure, incorporating feedback from participants and their leaders. Foster relationships with vendors and third-party partners to drive continuous evolution and improvement of the program.
What you bring
shrm-cp
shrm-scp
sphr
bachelor’s
master’s
leadership
- Society for Human Resources Management (SHRM), Certified Professional (SHRM-CP)
- Solid critical thinking, organizational, planning and project management skills, coordinating internal and external resources, creative problem-solving when obstacles arise, and juggling a heavy volume of diverse operational/tactical projects.
- Proven success partnering across HR teams, creating effective partnerships at all levels, and collaborating at an operational level.
- Excellent communication skills, (written, verbal, listening and presentation) able to liaise with internal and external stakeholders at all levels from leadership to support staff, and present influentially to achieve buy-in from executives, managers, and team members across the organization.
- Strong interpersonal skills to establish meaningful relationships built on mutual trust and respect, navigate and resolve conflict, moderate behaviors and foster collaborative working relationships amongst a diverse audience.
- SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR), or equivalent
- Skilled at navigating through ambiguity and leading teams and organizations through change.
- Experience leading a Learning, Training, Talent Enablement, or similar function in a manufacturing setting.
- Bachelor’s degree in human resources management or equivalent experience
- Demonstrated experience in the design, implementation, and operationalization of talent programs and initiatives across an international and multi-site organization.
- Financial acumen and numerical ability to manage budgetary resources to maximum effectiveness.
- Sound business acumen and analytical skills with the ability to use and analyze data to design Key Performance Indicators (KPIs), problem-solve highly complex problems, and leverage data and learnings to drive continuous improvement.
- Strong leadership experience with an ability to guide, motivate, and delegate to deliver results, build teams and capabilities, embrace change, drive decisions and results, embrace culture and inclusion, and exhibit integrity for teams of both professionals and leaders.
- Master’s degree in human resources management
- Expertise in managing organization-wide talent programs ranging across the team member lifecycle including competency frameworks, career development, performance evaluation, performance management, internal mobility, succession planning, and organizational development.
- Leave Benefits: Vacation Time, Sick Time, Paid Holidays and Company Shutdown days, Short-Term Disability, Long-Term Disability, Other Leaves, Paid Parental Time and Military Leave
- Health and Welfare Benefits: Medical & Prescription, Dental, Vision, Health Care and Dependent Care Flexible Spending Accounts, , Health Savings Account (HSA), Group Life Insurance, optional Supplemental Life and AD&D Insurance, Wellbeing Resources including Employee Assistance Program and Family Forming Benefits (i.e., Adoption and Fertility support)
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Company
Overview
Since 1909
Founded Year
The company has a century-long history of innovation in electrical distribution solutions.
Millions worldwide
Customers Served
Ensures safer, more reliable, and efficient power delivery to a global customer base.
- Specializes in providing advanced power grid solutions for utilities, industries, and infrastructure.
- Offers products and services for power reliability, automation, and smart grid technology.
- Focuses on helping clients enhance their electrical infrastructure while minimizing downtime and maximizing performance.
- Known for pioneering work in integrating renewable energy sources into the grid.
- Long history of creating breakthrough technologies to improve grid resilience and energy efficiency.
- Has a global presence, providing expertise in the energy, utility, and industrial sectors.
100% ESOP
Employee Ownership Since 2012
The company has been 100% employee share-owned (ESOP) since 2012, fostering a culture of ownership and teamwork.
11 Years Tenure
Average U.S. Team Member Tenure
U.S. team members have an average tenure of 11 years, which is significantly higher than the manufacturing industry average.
Top Workplace
Consistently Ranked
Ranked as a Top Workplace for six years in Chicago and four years in the USA Today Top 100.
- Personal Integrity
- Respect for People
- Commitment to Excellence
- Responsible Stewardship
- Regular anonymous employee feedback, merit-based pay, awards programs, extensive career development and leadership training
- Earned culture badges for Innovation, Purpose & Values, Leadership, Work-Life Balance, Compensation & Benefits
Net-zero by 2050
Greenhouse Gas Emissions Target
Commitment to achieving net-zero greenhouse gas emissions across all scopes by 2050.
78% reduction
GHG Emission Intensity
Significant reduction in greenhouse gas emission intensity since 2014 baseline.
81% reduction
GHG Emission Intensity
Updated figures showing an 81% reduction in greenhouse gas emission intensity since 2014 baseline, reported in November 2024.
B score
CDP Climate Change Survey
Achieved a B score in the CDP 2023 Climate Change survey, reflecting strong sustainability performance.
- Three U.S. buildings LEED-certified; new 275,000 sq ft Palatine facility designed for LEED and EV charging.
- Interim targets: reduce natural gas use by 30% by 2030 vs 2014; reduce SF₆ gas emissions by 89%; Scope 1 net zero roadmap shows 95% reduction by 2040–2050.
- 100% of global electricity for manufacturing powered by renewables since 2020.
- Purchased RECs since 2012; zero Scope 2 market-based emissions since 2020.
- Awarded SSCA Responsible Supply Chain Case Study Award 2024 and Landfill-Free Initiative 2023 for decarbonization and waste-management leadership.
Top Ranked
Workplace Recognition
Ranked as a top workplace in the U.S. and Canada across general and manufacturing categories.
- Annual tracking and reporting of DE&I progress, with global workforce goals
- Recruitment through partnerships with diverse suppliers (minority‑ and woman‑owned, local, small businesses)
- Country‑level recognition in Canada: Best Workplaces in Ontario, Canada’s Best Workplaces in Manufacturing
- Culture built on inclusive environment where team members can bring authentic selves and share unique ideas
- No gender statistics publicly available
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