Director - Talent Management at Medline Industries - Transportation & Operations

Job Summary

The Director-Talent Management is responsible for designing, implementing, and overseeing essential talent management frameworks, including the development of leadership models, performance management systems, and coaching programs. This role ensures that these core processes align with the organization's strategic objectives and foster a culture of continuous improvement and leadership excellence.

The role follows a hybrid schedule, requiring onsite presence every Tuesday through Thursday each week in Northfield, IL.

Job Description

MAJOR RESPONSIBILITIES

Talent Strategy Development

• Partner with CHRO and HR Leadership Team (HRLT) to develop and implement a forward-thinking talent management strategy that aligns with the company’s long-term goals.

• Collaborate with senior leadership to understand business needs and translate them into talent initiatives.

• Build consistency in key talent management processes, where limited consistency exists today (e.g. performance management, internal assessments (360 etc.), executive coaching, talent planning tools and definitions etc.)

Leadership model development

• Support the development of a leadership framework unique to Medline to be used for assessment and development of the organization’s leadership bench and to identify future high-potential leaders.

360 assessment process

• Provide input into development of 360 tools and assessments for Medline, including reporting, how to give feedback, role of participant, manager, and HRBP

• Implement standard 360 assessment cycle for Medline including definition of when 360s are used, for whom, who provides feedback, how 360s link to individual development plans

Succession planning processes and tools

• Own preparation of succession planning materials for BoD, ELT reviews

• Support definition of common talent profiles for key leadership talent, including data from assessments

• Define common definitions of ‘talent calls’, ‘9-box’ etc.

• Ensure clear, future oriented profiles are in place for what is ‘required’ to be in a ‘top 10’ leadership role at Medline

Performance Management

• Partner HRLT, key business leaders on the the design and execution of a performance management system that promotes a culture of continuous improvement.

• Ensure that performance appraisal processes are fair, transparent, linked to business outcomes and supports our total rewards philosophy of ‘pay for performance’

Executive coaching

• Develop, execute an executive coaching philosophy for Medline that outlines (in general) who coaching is for, who receives an internal / external coach, who pays, how coaching is linked to other assessment (e.g. 360) and development activities, and who the right cadre of coaches are for Medline

• Select and train internal coaches or collaborate with external coaching professionals as needed.

• Monitor and evaluate the effectiveness of coaching programs, adjusting to enhance impact.

Partnership & Collaboration

• Partner effectively with Talent Acquisition, HR Business Partners, DEI, Learning & Development, People Analytics and Executive Leadership Team to implement holistic and inclusive Talent Management strategies benefitting the entire organization.

Reporting & Analytics

• Develop metrics and KPIs to measure the success of talent processes.

• Present findings and recommendations to senior leadership on a regular basis.

MINIMUM JOB REQUIREMENTS

Education:

• Bachelor’s degree in human resources, Organizational Development, Business Administration, or related field

Certification / Licensure:

• None required.

Work Experience:

• Minimum of 10 years in human resources with a core focus on talent management.

Knowledge / Skills / Abilities:

• Proven experience in designing and implementing leadership models, performance management systems, and coaching programs.

• Strong leadership skills to guide and inspire the HR team and the organization

• Ability to develop and implement long-term talent strategies that align with the company’s goals

• Excellent communication skills to interact effectively with all levels of the organization

• Strong analytical skills to assess talent needs, and measure the effectiveness of HR initiatives

• Experience in managing organizational change and driving cultural transformation

• Ability to build and maintain relationships with potential candidates and industry professionals

PREFERRED JOB REQUIREMENTS

Education:

• Master’s degree in industrial / organizational psychology preferred.

Work Experience:

Experience as a HRBP preferred

Medline Industries, LP, and its subsidiaries, offer a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization.

The anticipated salary range for this position:

$152,880.00 - $229,320.00 Annual

The actual salary will vary based on applicant’s location, education, experience, skills, and abilities. This role is bonus and/or incentive eligible. Medline will not pay less than the applicable minimum wage or salary threshold.

Our benefit package includes health insurance, life and disability, 401(k) contributions, paid time off, etc., for employees working 30 or more hours per week on average. For a more comprehensive list of our benefits please click

. For roles where employees work less than 30 hours per week, benefits include 401(k) contributions as well as access to the Employee Assistance Program, Employee Resource Groups and the Employee Service Corp.

Every day, we’re focused on building a more diverse and inclusive company, one that recognizes, values and respects the differences we all bring to the workplace. From doing what’s right to delivering business results, together, we’re better. Explore our Diversity, Equity and Inclusion page

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Medline Industries, LP is an equal opportunity employer. Medline evaluates qualified applicants without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity or expression, protected veteran status, disability/handicap status or any other legally protected characteristic.