Global Talent Management Principal Specialist

Job Overview
Micron Technology is seeking an experienced and dynamic Global Talent Management Senior Specialist – Early Career Experience with a profound understanding of learning and development strategies for new hires, specifically those entering our workforce and developing in their first 3 years. This role is pivotal in shaping the future of our workforce, ensuring the continuous evolution and growth of talent that drives our innovative memory and storage solutions.
Key Responsibilities
Develop and implement global learning and development strategies that align with Micron’s business goals and objectives, promoting early career experience for team members navigating Micron in their first three years.
Collaborate with leadership to identify skill gaps and design effective learning initiatives, focusing on onboarding and early career experiences that provide timely guidance, support and resources to new hires.
Leverage HR software and analytics tools to measure the impact of learning programs and optimize their effectiveness with well curated learning journeys that are sequenced for a meaningful career journey.
Drive the adoption of innovative learning technologies and methodologies to enhance employee engagement and performance, enabling the ability to scale learning through e-learnings, for example.
Provide leadership and guidance to the global talent management team, fostering a culture of continuous improvement and excellence across the team that is collaborative and inclusive of cross functional involvement in developing strategic learning outcomes.
Ensure compliance with local and international regulations related to learning and development where applicable.
Build and maintain strong relationships with external partners and vendors to enhance learning resources and develop industry insights into leading innovations and solutions.
Offer strategic leadership to the business by utilizing technology to enable efficiency, scalable solutions, and data-driven decision making.
Core Competencies and Skills
Proficiency in HR Software and Analytics Tools: Capable of using various HR applications to track employee progress, manage learning programs, and analyze data to inform decision-making. Experience in Workday a plus.
Strategic Thinking: Demonstrates the ability to align learning initiatives with the company's overall business goals and strategies.
Innovative and Solution-Oriented Mindset: Proactively seeks out new methods and technologies to enhance learning outcomes. Able to implement learning solutions with experience in successfully designing, implementing, and managing learning programs.
Communication and Leadership: Exhibits excellent communication skills, both written and verbal, and the ability to lead and motivate a team by consulting with stakeholders, listen to requirements, and when appropriate, co-develop solutions for early career development.
Interpersonal Skills: Builds and maintains strong relationships with stakeholders at all levels.
Adaptability: Thrives in a fast-paced, global environment, and adapts quickly to changing circumstances.
Adept in measuring results:
Employee Engagement: Measures the level of participation and engagement in learning programs.
Feedback and Improvement: Continuously gathers feedback from participants and stakeholders to improve learning initiatives.
Achievement of Learning Objectives: Tracks the achievement of specific learning objectives and their impact on employee performance.
ROI of Learning Programs: Calculates the return on investment for learning programs and demonstrates their value to the organization.
Stakeholder Satisfaction: Measures satisfaction levels among various stakeholders, including employees, managers, and business leaders.
Qualifications
Bachelor’s or Master’s degree in Human Resources, Organizational Development, Education, or a related field.
Minimum of 8 years of experience in learning and development, with at least 3 years in a global or multinational company.
Proficiency in HR software and analytics tools.
Strong strategic thinking and hands-on approach.
Innovative and solution-oriented mindset.
Proven commitment to fostering a diverse and inclusive workplace.
Excellent communication, leadership, and interpersonal skills.
Ability to work in a fast-paced, global environment.
Analyzes organizational structures, responsibilities, reporting relationships and work processes to determine company-wide programs and/or training initiatives that need to be changed or implemented in order to increase organizational effectiveness. Typical responsibilities may include process analysis and improvement initiatives (Change Management) as well as developing methods for measuring effectiveness of all programs that support organizational development. May partner with other HR professionals to develop, assess, facilitate and/or lead organizational development interventions, programs and processes to support business objectives and strategy implementation. Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving
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