Together, we own our company, our future, and our shared success.

 

As an employee-owned company, our people are Black & Veatch. We put them at the center of everything we do and empower them to grow, explore new possibilities and use their diverse talents and perspectives to solve humanity's biggest challenges in an ever-evolving world. With over 100 years of innovation in sustainable infrastructure and our expertise in engineering, procurement, consulting and construction, together we are building a world of difference.  

 

Company : Black & Veatch Corporation  

Req Id : 107249 

Opportunity Type : Staff 

Relocation eligible : Yes 

Full time/Part time : Full-Time  

Project Only Hire : No 

Visa Sponsorship Available: No 

Job Summary

Black & Veatch is seeking a Head of Global Talent to enhance and implement the company's talent and organizational strategy and lead the function to support the company's continued growth and success. Reporting directly to the Chief People Officer, the leader will engage regularly with the Executive Leadership Team and the Board on key areas such as succession planning. The ideal candidate will be operationally and technically strong in all aspects of talent leadership and will bring broader business acumen and intellectual curiosity about the business. The Head of Global Talent will serve as an innovative leader in the talent management and diversity space and will oversee the succession planning, learning and development, talent management, performance management, and employee experience/engagement programs for the global organization.

 

This leader will be responsible for the design and development of enterprise-wide strategies for Talent Planning, Learning Initiatives, and Employee Experience. The incumbent will be part of the HR Leadership team and will work with HR Partner and Business Leaders to understand business strategy and help build a talent plan that will meet the capability and talent requirements needed to deliver future strategy. This role requires a close and collaborative partnership with the Talent Acquisition team to ensure a seamless connection between recruitment, onboarding, and employee development. 

 

The leader will provide thought leadership and counsel to the business on best-in-class talent, leadership/executive and broad-based learning strategies, solutions, processes, and technologies. They will leverage their own progressive and best-in-class experience and drive an integrated strategy for ensuring real-time readiness across the enterprise. A leader with a strong background in both talent management and talent acquisition is preferred, as they will be instrumental in aligning our talent strategy to support business growth and long-term success. 

 

As business changes, the need for innovative engagement, readiness, learning, and leadership strategies also changes. This person must embrace the company's passion for continuous improvement, with a constant desire to test, measure results, improve, and test again. Additionally, they will ensure that the company's external talent brand is consistent across all operating units and that mechanisms are in place that measure the competitive impact of employment branding strategies.

Key Responsibilities

The successful candidate must be a strong, creative, inspiring leader and strategic business partner who can clearly articulate the company strategy to all levels of the organization. They must present with superior analytical skills, demonstrated data-driven process orientation, and possess effective communication and relationship management skills.

 

Talent Management:

Drives the design and implementation of programs that realize the people strategies necessary to fulfill critical business goals and maximize future business growth. Leaders the design and development of tools and frameworks for the succession planning/talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent. Oversees the talent development team and ensures the creation of strategies and programs for executive and leadership development, performance management, talent and succession planning, and organizational design. Collaborates with external partners, including vendors and industry associates, to stay current on emerging trends and best practices. Owns the design and development of tools, resources, and frameworks for enterprise wide performance management, talent management, as well as change management. Partners with the HR Partners organization in the executions of all cyclical talent processes including succession planning, talent reviews, associate and leadership assessments as well as high potential associate development. Designs and implements, in partnership with HR Business Partners, the framework and processes necessary to build talent pipelines and implement career profiling to develop, promote, and retain internal talent.

 

Succession Planning:

Develop and implement a comprehensive succession planning strategy, ensuring leadership continuity across all critical roles in the organization.  Identify key roles and high-potential employees for succession, creating tailored development plans to prepare them for future leadership positions. Partner with Talent Acquisition to forecast future workforce needs, ensuring that recruitment efforts are aligned with the organization's growth and succession planning strategies. Create succession planning frameworks that align with the company's long-term business goals and leadership development strategies. Establish criteria for identifying and evaluating potential successors, including performance metrics, leadership skills and organizational fit. Monitor the progress of potential successors, providing feedback, mentorships, and development opportunities to ready them for future roles. Collaborate with department heads and senior leaders to assess current talent and future needs, ensuring a robust pipeline of internal candidates for key roles. Lead the creation of individual development plans (IDPs) for high-potential employees, focusing on targeted skill-building and leadership competencies. Ensure the integration of succession planning with performance management, talent reviews, and workforce planning to maintain a continuous flow of leadership talent. Continued

Talent Development:

Design and implement comprehensive talent development programs, including leadership training, mentorship, and skill-building initiatives to foster employee growth.  Create and lead personalized development plans for high-potential employees, ensuring they acquire the skills and experience needed to advance within the organization. Collaborate with senior leadership to assess talent gaps and develop targeted learning solutions to address organizations needs and future talent requirements.  Oversee company-wide learning and development programs, including workshops, online courses, and certifications, to continuously enhance employee competencies. Drive a culture of continuous learning and growth, encouraging employees to pursue professional development opportunities and stay updated on industry trends.  Develop and implement leadership development programs, ensuring the cultivation of emerging leaders and preparing them for future leadership roles. Evaluate the effectiveness of training and development initiatives, using metrics such as employee performance, engagement, and retention to ensure alignment with business goals. Lead the creation of career development pathways, offering employees clear opportunities for advancement and professional growth within the organization. Ensure talent development strategies align with diversity, equity, and inclusion goals, fostering a diverse leadership pipeline and an inclusive organizational culture.

 

Employee Experience:

Partners with HR Leaders, Employees, and Business Leaders to design and develop solutions that improve all aspects of the employee life cycle. Design and develops programs that promote a culture aligned with Black & Veatch's core values and encourage diversity, equity, and inclusion. Serves as a trusted advisor on matter of employee engagement and retention. Ensure that their function works collaboratively with other support functions and business units.  Preferred Qualifications

Preferred Functional Skills and Competencies:

Experience in the integration of learning, succession planning, leadership development, and talent management programs. Experience with organizations committed to achieving the highest levels of customer experience and satisfaction. Proven track record of partnering with Talent Acquisition teams to align recruitment with broader talent strategies. Strong technical knowledge in the areas of adult learning, leadership, executive development, and instructional design. Strong project management skills, including a proven track record of leading large, complex projects using standard project management practices and tools. Excellent interpersonal, facilitation, communication, and consulting skills. Ability to assess needs, influence, collaborate, deliver, and partner at the most senior levels in and across the organization. Strong experience in facilitating senior leadership engagements and leading talent review discussions at an executive level. Proven leader with the ability to build and manage people and engage high-performing teams.  Strong business acumen and thrives in understanding and aligning to the needs of the organization's business drivers.

 

Education and Experience:

Bachelor's degree. Advanced degree preferred in Human Resources, Organizational Development, Leadership, Adult Learning, I/O Psychology, Business Administration, or related field. Minimum Qualifications

All applicants must be able to complete pre-employment onboarding requirements (if selected) which may include any/all of the following:

criminal/civil background check, drug screen, and motor vehicle records search, in compliance with any applicable laws and regulations. Certifications Work Environment/Physical Demands Competencies Salary Plan ADM: Administrative/BusinessJob Grade 009

Black & Veatch endeavors to make www.bv.com/careers accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process because of a disability, please contact the Employee Relations Department at +1-913-359-1622 or via our accommodations request form. This contact information is for disability accommodation requests only; you may not use this contact information to inquire about the status of applications. General inquiries about the status of applications will not be returned.

 

Black & Veatch is committed to being an employer of choice by creating a valuable work experience that keeps our people engaged, productive, safe and healthy.

 

Our comprehensive benefits portfolio is a key component of this commitment and offers an array of health care benefits including but not limited to medical, dental and vision insurances along with disability and a robust wellness program.

 

To support a healthy work-life balance, we offer flexible work schedules, paid vacation and holiday time, sick time, and dependent sick time.

 

A variety of additional benefits are available to our professionals, including a company-matched 401k plan, adoption reimbursement, tuition reimbursement, vendor discounts, an employment referral program, AD&D insurance, pre-taxed accounts, voluntary legal plan and the B&V Credit Union. Professionals may also be eligible for a performance-based bonus program.

 

We are proud to be a 100 percent ESOP-owned company. As employee-owners, our professionals are empowered to drive not only their personal growth, but the company's long-term achievements - and they share in the financial rewards of the success through stock ownership.

 

By valuing diverse voices and perspectives, we cultivate an authentically inclusive environment for professionals and are able to provide innovative and effective solutions for clients.

 

BVH, Inc., its subsidiaries and its affiliated companies, complies with all Equal Employment Opportunity (EEO) affirmative action laws and regulations. Black & Veatch does not discriminate on the basis of age, race, religion, color, sex, national origin, marital status, genetic information, sexual orientation, gender Identity and expression, disability, veteran status, pregnancy status or other status protected by law.

 

For our EEO Policy Statement, please click here. If you’d like more information on your EEO rights under the law, please click here and here.

 

Notice to External Search Firms: Black & Veatch does not accept unsolicited resumes and will not be obligated to pay a placement fee for unsolicited resumes. Black & Veatch Talent Acquisition engages with search firms directly for hiring needs.