Senior Talent Management Strategist

As passionate about our people as we are about our mission.
What We're All About :
Q2 is proud of delivering our mobile banking platform and technology solutions, globally, to more than 22 million end users across our 1,300 financial institutions and fintech clients. At Q2, our mission is simple: Build strong, diverse communities by strengthening their financial institutions. We accomplish that by investing in the communities where both our customers and employees serve and live.
What Makes Q2 Special?
Being as passionate about our people as we are about our mission. We celebrate our employees in many ways, including our "Circle of Awesomeness" award ceremony and day of employee celebration among others! We invest in the growth and development of our team members through ongoing learning opportunities, mentorship programs, internal mobility, and meaningful leadership relationships. We also know that nothing builds trust and collaboration like having fun. We hold an annual Dodgeball for Charity event at our Q2 Stadium in Austin, inviting other local companies to play, and community organizations we support to raise money and awareness together.
If you are looking for a critical, strategic role driving talent management initiatives for a fast-growing company in the Fintech space, Q2 has a great opportunity for you!
As a member of the Culture & Talent Success team, the Sr. Talent Management Strategist will have the responsibility to ready our Q2 population for new skills and experiences aligning with the company's strategic goals and will help the company position our employees for growth by identifying skills as they exist now as well as any existing gaps.
This position will require direct contact with our most senior leadership team and strong connections within the People organization. He/she will manage global talent management efforts, resulting in data-driven measurements of events, programs and actions in order to iterate and improve results on an ongoing basis. Understanding our company's strategy and aligning our talent management goals to that strategy are keys to success here. Acting as the talent management strategic advisor will include providing an independent, strategic view on growth, organizational design, team effectiveness programs and succession planning.
As part of Q2's People organization, the Culture & Talent Success team is instrumental in the future success of our 1700+ employees across the globe. We need your energy, enthusiasm, talent and drive to deliver in spite of obstacles to strengthen our people, our company and the communities in which we serve.
RESPONSIBILITIES:

• Lead and direct performance management programs, including goal setting, feedback/coaching conversations, continuous feedback approach, and succession planning.
• Assess employees' skills and knowledge base to help identify training needs and gaps within the current workforce. Design approaches to address needs, including collaboration across the L&D function to utilize all resources required to meet most urgent needs. Manage a project roadmap with the development of curricula, launch of tools and programs to support the development needs aligned with our strategic initiatives. Leverage use of innovative learning approaches, including micro-learning and mobile learning to increase understanding and adoption of learning concepts
• Design and implement (in partnership with L&D and TA) talent plans, including training and hiring plans, to address skills requirements, gaps and changes needed to continue to grow and scale the business across a global landscape. Effectively manage project roadmaps across multiple groups and needs with planning, in partnership with other stakeholders to ensure tools and programs are on schedule and implemented to deliver desired outcomes.
• Develop and implement an overall strategic workforce planning roadmap that aligns industry best practices with current talent position, partnering closely with HRIS to configure new WD Talent Management tool and leading the design of its utilization across HR and the business to achieve desired results
• Partner closely with the L&D specialists to ensure training framework is maximized and curriculum roadmaps align to motivate and engage employees improving, expanding their skills
• Manage and measure work through identification of objectives/goals and business outcomes, clear measurement models and closed loop feedback process driving continuous improvement.
• Partner with HRIS and Talent Analytics to collect, coordinate and aggregate data for talent pools, results and changes. Translate data into insights through data analysis in order to create and drive action plans at appropriate levels
• Serve as a talent solutions consultant and partner closely with leaders and HR business partners to offer relevant, viable development solutions to address business needs. In partnership with the HRBPs and business leaders, facilitate a focused approach on identifying and retaining top talent with a cadence of quarterly refresh rate
• Ensure that organization-wide talent management and PM initiatives are focused and aligned on improving operational and program efficiencies and effectiveness
• Partner closely with other key roles in the People organization to ensure leadership selections are consistent, equitable and effective
• Develop an assessment strategy for different types of assessments needed across the employee life cycle. Work to align compensation to our talent strategy and philosophy
• Design & deliver presentations and training to build and coach effective teams through team-building activities, development activities and learning skills
• Support employee engagement by being a leader in assessing, reporting on and responding to feedback which will improve engagement as needed
• Manage executive coaching consultants to support the growth of senior leaders
• Proactively drive talent strategy planning for multi-year forecasts. Serve as trusted advisor and subject matter expert for workforce planning activities throughout the organization. Continuously assess existing workforce plans to ensure practical business alignment
• Lead and facilitate workforce planning initiatives that may include: critical role/capability identification, environmental scanning, gap analysis, risk analysis and action planning

KNOWLEDGE AND SKILLS:

• Bachelor's degree in organizational development, human resources, education, instructional design, or a related field or equivalent experience
• 12+ years project and program design experience in several of the following areas: learning and development, talent management, organizational design, workforce planning, HR Business Partner roles
• Experience working in a fast-paced environment
• Deadline focused, organized and able to prioritize multiple projects
• Deep understanding of adult learning theory, design and delivery; as well as experience in all those areas
• Expert presentation and training facilitation skills, both in-person and virtual
• Excellent verbal and written communication skills
• Exceptional consulting, negotiation and coaching skills for all levels within the organization; as well as demonstrated successful experience at multiple levels of an organization
• Must be proactively curious - investigate best practices, trends and innovations; use the knowledge to help shape our annual plan and priorities. Understands impact of emerging learning trends and their implications for and its customers
• Proven problem solving and decision-making abilities, as well as strong analytical and critical thinking skills
• Ability to work independently with solutions-focused approach; demonstrated personal drive and sense of urgency, pushing self and others for results; "hands on" approach and an independent thinker with strong organizational skills, customer focus and orientation.
• Strong business acumen and knowledge of MS Office Suite, navigation of HCM systems, ability to leverage technology to deliver results critical for success
• Global experience strongly preferred

#LI-ET1
This position requires fluent written and oral communication in English.
Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.
Health & Wellness

• Hybrid Work Opportunities
• Flexible Time Off
• Career Development & Mentoring Programs
• Health & Wellness Benefits, including competitive health insurance offerings and generous paid parental leave for eligible new parents
• Community Volunteering & Company Philanthropy Programs
• Employee Peer Recognition Programs - "You Earned it"

Click here to find out more about the benefits we offer.
How We Give Back to the Community:
You can learn more about our Q2 Spark Program, Q2 Philanthropy fund, and our employee volunteering programs on our Q2 Community page . Q2 supports dozens of wide-reaching organizations, such as the African American Leadership Institute , and The Trevor Project , promoting diversity and success in leadership and technology. Other deserving beneficiaries include Resource Center helping LGBTQ communities, JDRF , and Homes for our Troops , a group helping veterans rebuild their lives with specially adapted homes.
At Q2, our goal is to be a diverse and inclusive workforce that fosters mutual respect for our employees and the communities we serve. Q2 is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.