Talent Management Manager jobs in Pittsburgh, PA

Duquesne Light Company, headquartered in downtown Pittsburgh, is a leader in providing electric energy and has been in the forefront of the electric energy market, with a history rooted in technological innovation and superior customer service. Today, the company continues its role as a leader in the transmission and distribution of electric energy, providing a secure supply of reliable power to more than half a million customers in southwestern Pennsylvania.

Duquesne Light Company is committed to creating a culture of inclusion. We value and respect the unique differences and experiences of our employees. We believe that our differences lead to better collaboration, innovation and outcomes. We want you to join our team!

Location: Hybrid, downtown Pittsburgh, Pennsylvania

Job Responsibilities:

1. Performance Management:
   • Develop and maintain performance management processes, tools and strategy. This includes goal setting, performance evaluations, and feedback mechanisms.
   • Provide guidance and training to managers and employees on performance management best practices.
   • Analyze performance data to identify trends and areas for improvement.
   • Collaborate with Human Resources Business Partners (HRBPs) on calibration process, driving consistency across the entire organization.
   • Track key performance indicators (KPIs), analyze form completion trends by line of business, and provide insights for informed decision-making.
2. Succession Planning & Talent Review:
   • Develop and maintain succession planning processes to identify and develop high-potential employees and successors for key roles within the organization.
   • Identify gaps in succession pipelines and implement strategies to address them.
   • In conjunction with the HRBPs, monitor and track the progress of succession planning initiatives and adjust strategies as needed.
   • Serve as the project manager for the talent review process, including partnering with HRIS to launch the forms, sending out enterprise-wide communications and how-to, facilitating training on the process as needed, and facilitating calibration sessions across the organization.
3. Employee Engagement:
   • Develop and implement employee engagement initiatives and programs to foster a positive work environment and enhance employee experience.
   • Conduct employee engagement surveys and analyze results to identify areas for improvement.
   • Collaborate with HRBPs and managers to develop action plans based on survey feedback and ensure follow-through on engagement initiatives.
4. Recognition Programs:
   • Organize and facilitate employee recognition programs and events to celebrate achievements and promote a culture of appreciation.
5. Development Planning
   • Organize and maintain both the required and optional development planning processes for the organization. Ensure employee development is manageable and actionable and assist in finding trends and themes throughout the organization.
   • In partnership with HRBPs, consult on development opportunities for senior leaders and critical roles throughout the organization, with a concentration on high potential and emerging talent.

Education/Experience:

• Bachelor's degree in Human Resources, Business, or a related discipline required.
• Seven (7 ) or more years of relevant/direct industry experience in Talent Management/Human Resources required.
• SHRM and/or PHR certification preferred.

Skills and Abilities Utilized in This Role Include:

• Proven experience in performance management, succession planning, and employee engagement.
• Strong understanding of HR best practices and employment laws.
• Ability to build effective relationships with stakeholders at all levels of the organization.
• Strong analytical skills with the ability to interpret data and make recommendations.
• Highly organized with the ability to manage multiple priorities in a fast-paced environment.
• Proficiency in HRIS systems and talent management software.
• Brings a continuous improvement lens to programs by incorporating feedback and best practices.
• Exceptional communication, organization, negotiation, and interpersonal skills.
• Demonstrated leadership capabilities, with the ability to collaborate effectively in cross-functional teams and drive results.

• Energized to shape the future;
• Bold in thinking and exploration of new possibilities;
• Collaborative in approaching all challenges;
• Responsible in commitment to safety, management of assets and finances and interaction with others;
• Selfless in serving the community, both on the job and through volunteerism.

Scope:

Primary focus is on daily deliverables, outputs and reporting. Accountable for managing one's own time and workflow and leads projects and/or large project steps. Work is complex in nature, requiring the incumbent to draw on previous knowledge to perform role. Acts independently the majority of the time, requiring guidance in only complex situations. Has well established capabilities, acts as a resource to less experienced staff on moderately complex issues.

Problems and issues faced are vague and require analysis of multiple sources of information for solution. Draws on significant past experience to perform role. Accountable for direct level of reasoning and decision making.

Hybrid Work:

Position follows our hybrid work model, with a minimum of two days working in the office and the remaining days working remotely. Reporting location and frequency may be subject to change based on job role and department needs.

Storm Roles:

All Non-Union Employees will serve in storm roles as appropriate to their role and skillset. Please be sure to discuss storm roles with the hiring manager for this position, as duties can vary across the Company. Examples of storm roles could include but aren't limited to duties such as: working with operations for service center support or with the communications, customer service, or government affairs teams to respond to public and customer requests for information, etc.

Data Governance:

Utilize data to make business decisions as appropriate for the position, support data stewardship activities and partner with IT on underlying data needs.

Disclaimer:

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

EQUAL OPPORTUNITY EMPLOYER
Duquesne Light Holdings is committed to providing equal employment opportunity to all people in all aspects of the employment relationship, without discrimination because of race, age, sex, color, religion, national origin, disability, sexual orientation and gender identity or status as a Vietnam era or special disabled veteran or any other unlawful basis, as defined by applicable law, and fostering a workplace free of unlawful discrimination and retaliation. This policy affects decisions including, but not limited to, hiring, compensation, benefits, terms and conditions of employment, opportunities for promotion, transfer, layoffs, return from a layoff, training and development, and other privileges of employment. An integral part of Duquesne Light Holdings' commitment is to comply with all applicable federal, state and local laws concerning equal employment and affirmative action.

Duquesne Light Holdings is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at HR@duqlight.com and describe the specific accommodation requested for a disability-related limitation.