Executive Director, Talent Management

Reporting to the Chief Human Resources Officer, this position is responsible for the design, development and implementation of comprehensive talent management programs that align with OCC’s corporate goals and objectives, overall business strategy and vision enabling OCC to attract, motivate and retain top talent. This role is designed for a leader who balances enterprise-wide strategic vision with a willingness to roll up their sleeves and drive execution at a detailed, operational level. The Executive Director, Talent Management reports directly to the CHRO and is positioned as a key successor to this role; as such, this leader is expected to think broadly across the full human capital agenda, act proactively to anticipate organizational needs and continuously shape OCC’s people strategy.

To perform this job successfully, an individual must be able to perform each primary duty satisfactorily.

• In close partnership with the CHRO and OCC’s leaders, proactively lead the design, development and hands-on implementation of innovative human capital strategies and solutions spanning workforce planning, organizational design, goal setting, performance management, talent assessment, succession planning and colleague engagement; serves as a strategic thought partner to the CHRO while remaining deeply engaged in day-to-day execution to ensure quality outcomes.
• Partner closely with members of the Management Committee, functional heads, HR Leadership Team peers and HR Business Partners to diagnose talent issues and drive talent management strategies designed to maximize the organization’s human capital and drive a high-performance culture; proactively anticipate emerging talent needs and develop solutions before they become organizational risks.
• Own and drive the performance management strategy and associated processes for the organization, including goal setting, new hire reviews, mid-year reviews, year-end reviews and performance calibration sessions, to drive a high-performance organization, align with industry best practices and ensure consistency, rigor and a direct linkage between individual and team performance outcomes and rewards, promotions and development opportunities.
• Oversee the strategy and execution of the annual Talent Review and Succession Planning process for critical roles across the organization to align with industry best practices, ensure continuity in critical roles, foster the development of high-potential colleagues and ensure high performers are placed in roles which have the greatest impact on the organization.
• Partner with the HR Analytics team to design and execute the annual Colleague Engagement Survey; translate results into actionable organizational insights and drive the development and implementation of follow-on action plans in collaboration with Management Committee members and functional heads.
• Own and drive the strategy and execution of organizational design and workforce planning for the organization to ensure the organization is structured to support current and emerging business priorities.
• Manage and oversee highly complex colleague relations and performance management issues, including coaching, exit interviews and terminations. In partnership with Legal, conduct effective and thorough investigations of sensitive colleague issues and concerns as needed.
• Manage the Talent Management annual budget and develop policies and procedures aligned with OCC’s strategic direction and departmental needs. Oversee remediation efforts related to findings and observations in areas of responsibility. Ensure remediation addresses root cause, improves OCC’s residual risk and is completed in a timely manner.
• Perform special projects as required by the CHRO.

This role manages a team of five direct reports:

• 2 Seasoned HR Business Partners.
• 1 Lead Associate Principal — Colleague Relations.
• 2 Associate Principals.

The requirements listed are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary functions.

• [Required] Excellent leadership, teamwork and collaboration skills.
• [Required] Big picture thinker who combines strategic vision with a willingness to roll up their sleeves to drive execution; thinks broadly across the full human capital agenda, acts proactively to anticipate organizational needs and demonstrates the executive maturity to serve as a future successor to the CHRO.
• [Required] Strong bias for action, driven and results oriented with a strong focus on execution.
• [Required] Takes personal ownership and accountability to consistently deliver high quality work.
• [Required] Strong partnership and consultative skills with the ability to build strong working relationships at all levels of the organization, including the Management Committee and functional heads.
• [Required] Strong project management skills and capabilities.
• [Required] Embraces change and capable of managing multiple priorities in a fast-paced environment.
• [Required] Demonstrates managerial courage to appropriately highlight risks and is comfortable pushing back and challenging others’ thinking.
• [Required] Ability to think strategically and execute tactically.
• [Required] Strong process and detail orientation.
• [Required] Excellent executive presence.
• [Required] Excellent presentation, written and oral communication skills.
• [Required] Strong business and financial acumen.
• [Required] Stays current with human capital trends, has solid understanding of maintaining a strong risk and control environment and is highly focused on continuous improvement.

• [Required] Proficient with Microsoft Office.
• [Preferred] HRIS experience (Workday).

• [Required] Bachelor’s Degree (or equivalent) in Human Resources or Business.
• [Preferred] Master’s Degree or MBA.
• [Required] 15+ years of broad experience developing comprehensive talent management programs including at least five years of management experience leading managers and individual contributors.
• [Required] Extensive knowledge of federal, state and local employment laws.
• [Preferred] Financial Services or Technology industry experience, or experience working in a highly regulated industry.

• [Preferred] CCP, CEBS, SPHR.

About Us

The Options Clearing Corporation (OCC) is the world's largest equity derivatives clearing organization. Founded in 1973, OCC is dedicated to promoting stability and market integrity by delivering clearing and settlement services for options, futures and securities lending transactions. As a Systemically Important Financial Market Utility (SIFMU), OCC operates under the jurisdiction of the U.S. Securities and Exchange Commission (SEC), the U.S. Commodity Futures Trading Commission (CFTC), and the Board of Governors of the Federal Reserve System. OCC has more than 100 clearing members and provides central counterparty (CCP) clearing and settlement services to 19 exchanges and trading platforms. More information about OCC is available at www.theocc.com.

Benefits

A highly collaborative and supportive environment developed to encourage work-life balance and employee wellness. Some of these components include:

• A hybrid work environment, up to 2 days per week of remote work
• Tuition Reimbursement to support your continued education
• Student Loan Repayment Assistance
• Technology Stipend allowing you to use the device of your choice to connect to our network while working remotely
• Generous PTO and Parental leave
• 401k Employer Match
• Competitive health benefits including medical, dental and vision

Visit https://www.theocc.com/careers/thriving-together for more information.

Compensation

• The salary range listed for any given position is exclusive of fringe benefits and potential bonuses. If hired at OCC, your final base salary compensation will be determined by factors such as skills, experience and/or education.
• In addition, we believe in the importance of pay equity and consider internal equity of our current team members as part of any final offer.
• We typically do not hire at the maximum of the range in order to allow for future and continued salary growth. We also offer a substantial benefits package as noted on www.theocc.com/careers
• All employees may be eligible for a discretionary bonus. Discretionary bonuses are based on various factors, including, but not limited to, company and individual performance and are not guaranteed.

Salary Range

Incentive Range

This position is eligible for an annual discretionary incentive compensation award, for which the target range is listed above (see Incentive Range). The amount of such award, if any, will be based on various factors, including without limitation, both individual and company performance.

Step 1
When you find a position you're interested in, click the 'Apply' button. Please complete the application and attach your resume.  

Step 2
You will receive an email notification to confirm that we've received your application.

Step 3
If you are called in for an interview, a representative from OCC will contact you to set up a date, time, and location. 

For more information about OCC, please click here.

OCC is an Equal Opportunity Employer