Senior Manager, Organization/Talent Development

Pailin Group Executive Search/


Requisition ID: 34988
The Sr. Manager of Global HR Strategy & Planning is a critical team member to the success of the HR function. You will work closely with the Global HR Strategy & Planning leader, as well as the global HR leadership team and extended HR function. You will be creative & define sustainable solutions that meet the needs of our HR team members around the world, while ensuring alignment with the enterprise business strategy. This position provides you with the opportunity to work with a diverse group of individuals both internal and external to Whirlpool Corporation, and across the globe. This is an exciting time to join the HR organization as we are transforming our HR organization, and much of our story has yet to be written. If you are someone who enjoys making a positive and measurable impact on the company through your quality work, now is the time to join our team.

Key Responsibilities

  • Design, implement, and continuously improve process and cadence for three year & annual HR strategic planning, partnering with people leader and the Global HR Leadership Team, while ensuring alignment to global Whirlpool business and profit planning processes. Partner with Project Manager to ensure processes are documented and major projects are incorporated into the planning process.

  • Design, implement, and manage process for HR headcount and wagebase planning. Build talent planning processes for the HR function, including build, buy, develop, move strategies to ensure bench strength and talent pipeline at all levels of the function, and parts of HR model.

  • Build plan to build capability in Business HR, COEs and HR Operations. Identify critical capability requirements, approach to develop talent, career management tools, and plan for sustained capability building. Own the HR talent committee meeting strategy and actions.

  • Serve as the HR business partner for the HR function. Be a voice for the function by staying closely connected to the field globally. Be a trusted advisor to HR leaders on HR matters.

  • Understand and champion the global Human Resources delivery model from end-to-end and advocate where current and new work belongs in the model.

  • Build the capability of HR and business partners to: identify business requirements; assess strategic value, prioritize, and implement significant changes to the HR delivery model. This includes conducting effective change management for internal and external HR customers and demonstrating the return-on-investment to the business of each change.

  • Partner closely with HR Communications to ensure high quality products and services, which drives attraction, retention, and engagement of top HR talent. This includes but is not limited to owning content for the Global HR Town Halls.

  • Be the talent liaison from Talent COE to HR function, as well as to the HR Business Partners who support the Global Corporate Functions (legal, GIS, Finance, etc.), ensuring annual talent processes are done on time with high quality. Own the preparation and analysis of the HR PE Ops scorecard on a monthly basis, making recommendations for action. Own the preparation of the HR talent reviews and PE Operations review materials.

  • Other projects and duties as assigned.

Required Qualifications

  • Education:Bachelor’s Degree required, Bachelor’s in HR or Business preferred, Master’s in HR preferred

  • Work Experience: Minimum of 7 years in a HR business partner role

  • Technical/Product Knowledge: SuccessFactors preferred

  • Other Requirements (certifications, licenses, etc): PHR

Highly Desired Prior Experiences

  • Preparing written communications for executives

  • Preparing presentations for executives

  • Presenting business cases/analysis/slide presentations to executives with a clear, concise communication style

  • Managerial courage - will push back, comfortable giving positive and constructive feedback, and making recommendations for change

  • Worked in a manufacturing environment, or various parts of an HR model, with generalist experience; preferred prior experience in a corporate environment

  • Prior experience working in a highly matrixed organization

  • Leading through influence vs. direct authority

  • Exercising political savvy


  • Forward resume and compensation requirements to Amanda Sonus at