Overview

AARP is the nation's largest nonprofit, nonpartisan organization dedicated to empowering people 50 and older to choose how they live as they age. With a nationwide presence and nearly 38 million members, AARP strengthens communities and advocates for what matters most to families: health security, financial stability and personal fulfillment. AARP also produces the nation's largest circulation publications: AARP The Magazine and AARP Bulletin.

Human Resources is responsible for developing, implementing, and maintaining AARP enterprise-wide human resource strategies, initiatives, policies, procedures and related systems. This includes employee compensation and benefits, organization design and integration, talent acquisition, talent development and employee relations.

The Talent Management Director leads the design of talent management programs. Identifies critical organizational and workforce requirements (e.g., competency frameworks, career management, performance management) necessary to achieve current and future business objectives. Directs the design and implementation of talent management tools. Identifies solutions and partners with internal and external experts to develop talent management programs and content

Responsibilities

• Leads and drives talent management-related projects and programs (e.g., career management, performance management, competency frameworks, succession planning, etc.) using advanced knowledge of talent management and organization development tools and processes.
• Guides talent management implementation to create stakeholder adoption and commitment. Supports efforts that shape a culture of engagement at AARP.
• Identifies trends and leverages complex data from various sources (i.e., system-generated reports, analytic tools, surveys, document review, observations, and stakeholder interviews) to understand gaps, needs, and risks. Identifies ways to close gaps, address needs, and mitigate risks.
• Communicates parameters of multiple, highly complex or difficult projects, writes clear documentation, and reviews technical documentation.
• Collaborates with leaders to design and deliver organizational programs and strategies in support of workforce planning or organizational development initiatives that meet ongoing and future business needs.
• Facilitates engagements to ensure meetings, gatherings, and initiatives reach desired outcomes.
• Contributes to a culture of transparency and trust by meeting commitments and appropriately sharing and clarifying information to guide solutions and actions across functions. Builds, expands, and leverages cross-functional collaborative relationships with senior leadership, external vendors, and partners to accomplish goals.

Qualifications

• Bachelor's degree in Human Resources, Training and Development, Organizational Development, or a related field required. Related Graduate Degrees and professional designations are preferred.
• 10+ years of experience working in the Talent Management area, specific expertise in performance management, executive coaching, succession planning, and knowledge of adult learning principles and blended learning design experience.
• 5+ years of experience working with Human Capital systems like SuccessFactors, SumTotal, Cornerstone, etc.
• Broad-based HR background - ideally having spent time in an HRBP, OD, or Talent Management Partner role.
• Proven track record of re-imagining talent practices that have delivered tangible results and a proven track record of bringing ideas from creation to execution.
• Experience coaching, developing, and training individuals throughout their career journey.
• The ability to develop and execute strategic and tactical learning and development initiatives.

Physical/Mental Demands

• Regular and reliable job attendance
• Effective verbal and written communication skills
• Exhibit respect and understanding of others to maintain professional relationships
• Independent judgement and discretion requiring the employee to compare and evaluate various courses of conduct and make a decision (or recommend a decision to be made) after various possibilities have been considered.
• In office/open office environment with the ability to work effectively surrounded by moderate noise

Flexible Work Arrangement (FWA)

AARP observes Mondays and Fridays as telecommuting workdays, except for essential functions. Remote work and telecommuting can only be done within the United States and its territories.

Compensation and Benefits

AARP offers a competitive compensation and benefits package including a 401(k); 100% company-funded pension plan; health, dental, and vision plans; life insurance; paid time off to include company and individual holidays, vacation, sick, caregiving, and parental leave; performance-based and peer-based recognition; tuition reimbursement; among others.

Equal Employment Opportunity

AARP is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. AARP does not discriminate on the basis of race, ethnicity, religion, sex, color, national origin, age, sexual orientation, gender identity or expression, mental or physical disability, genetic information, veteran status, or on any other basis prohibited by applicable law.