84.51° Overview:

84.51° is a retail data science, insights and media company. We help The Kroger Co., consumer packaged goods companies, agencies, publishers and affiliates create more personalized and valuable experiences for shoppers across the path to purchase.

Powered by cutting-edge science, we utilize first-party retail data from more than 62 million U.S. households sourced through the Kroger Plus loyalty card program to fuel a more customer-centric journey using 84.51° Insights, 84.51° Loyalty Marketing and our retail media advertising solution, Kroger Precision Marketing.

Join us at 84.51°!

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Director, Talent Development

SUMMARY:

Strategic leader in defining and aligning integrated talent management and L&D strategy with the company’s mission and people priorities. This is an opportunity for an experienced leader to leverage business expertise and influence to identify and drive the organization’s talent strategy management and L&D efforts, succession planning, leadership development, career pathing, functional competency model deployment, and development planning within a dynamic and changing environment. The incumbent in this role partners closely with HR leadership team members, business partners, communities of practice, and internal stakeholders to advance and improve talent practices, experiences and development. 

RESPONSIBILITIES:

  • As expert-advisor in talent-related strategies, provide overall direction and collaborate with key stakeholders to design and implement talent management practices and L&D strategies to drive near- and long-term business performance.
  • Ownership and partner to drive key talent cycles within and across businesses/functions, monitor talent pipelines, and create recommendations to address capability or role gaps, succession and development plans for key talent.
  • Design approaches for leadership development, solutions and services including a range of experiences, development and exposure opportunities.
  • Develop and manage L&D impact/ ROI and scorecard reporting for talent management work, in partnership with People Analytics and L&D talent, with a focus on demonstrating the business impact of initiatives.
  • Drive organizational change in learning strategy development and stakeholder engagement, driving impact thru people results and utilizing data analysis to inform decision making.
  • Contribute to development and implementation of a skills-based learning strategy, including skills taxonomy development, skills proficiency analysis and role-specific learning pathway design.
  • Oversee facilitation of stakeholder interviews and align on defining and developing strategies for business teams, with enterprise mindset.
  • Develop enterprise skills taxonomy and content standards enabling associate career pathways.
  • Remain up to date on industry trends, innovation, and evolving associate needs.
  • Leverage technical and business expertise and understand needs to communicate and maximize efficiencies in development of learning content.
  • Accountable for driving learning operations, supporting, and enabling the backend strategies and systems that feed learning practices and standards.
  • Accountable for driving learning activations, tying skill development priorities to business priorities.
  • Champion learning culture, influencing a culture of learning through prioritized time, focus and resources.
  • Influence and partner with talent development and L&D teams to build relationships, connection, and strategic alignment against approaches to skills strategy.
  • Lead, develop and mentor a team of individuals.

QUALIFICATIONS, SKILLS, AND EXPERIENCE:  

  • 8+ years of progressive experience implementing and leading talent management processes and programs within an organization.
  • Experience leading a team of cross functional expertise and working with and presenting to leadership at all levels of the organization.
  • Experience in the direct development and implementation of proven talent management methodologies and initiatives that drive high performance. Innovative and leading-edge strategic thinking coupled with program management experience and the ability to align processes and systems to support the organization’s strategic objectives.
  • Strong communication and interpersonal skills.
  • Strong consulting experience and skills that include the capability to quickly identify and develop improvement opportunities and build the trust and confidence of business and HR leaders and managers in delivering solutions/results.
  • Practical experience and working knowledge in technical disciplinaries.
  • Experience developing/implementing training, upskilling and coaching technical talent.  
  • Passionate about technology, and its application to deliver business value.
  • Ability to thrive in a fast-paced environment, drive for results and to lead through ambiguity.
  • Experience developing metrics to evaluate impact of initiatives. 
  • Proven ability to quickly develop, foster, and influence relationships as well as able to easily navigate and collaborate across large, complex cross-functional matrix organizations.
  • Strong passion to grow and mature the technology organization and develop its diverse talent.
  • Continuous learning mindset, proven success staying on top of technical and industry trends to influence skills strategy.  
  • Strong business and technical acumen.
  • Natural curiosity that welcomes and embraces change and willingness to try new things.
  • Education: Bachelor’s degree or equivalent experience.

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84.51° Demographic Questions

Together, we are stronger and can achieve more

At 84.51°, we believe a diverse and inclusive work environment is essential to the work we do as a data science company. Just as no two Kroger customers are alike, no two 84.51° associates are alike. We understand the importance of fostering an inclusive culture: to encourage our associates to bring their authentic selves to work – embracing who they are and celebrating what they can become.

We continually strive to ensure 84.51° is a place where all people feel like they belong, are respected and valued regardless of who they are, where they are from and what experiences they’ve had. By meeting our 3-year D&I roadmap goals and commitments, we will continue our journey towards becoming a destination for diverse, driven, and authentic minds.

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Your responses will not be associated with your specific application and will not in any way be used in the hiring decision.

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