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Talent & Leader Development Program Manager
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**About us**
ArcelorMittal is the world’s leading steel company. Our material is part of the fabric of life. What we produce makes a difference - to individuals, communities, businesses, and society.
Supporting the ArcelorMittal vision and strategy, Group Human Resources ensure coordination and synergies across the regions to promote leading HR practices.
At ArcelorMittal our purpose is _smarter steels for people and planetOur People strategy seeks to boost our talent base to create a people-driven, safety-first culture that ensures sustainable performance. It is founded on three pillars:
- _Leadership that inspires excellence _
A clear, engaging vision and ambition transformed into tangible actions will ensure sustained performance.
- _Talent to thrive for the future _
Attracting and developing talent is key to successfully delivering our business strategy.
- _Diversity and inclusion to engage everyone _
A diverse and inclusive workforce is essential for sustainable value creation.
Group HR works closely with the regions to define key priorities and policies to support business strategy.
**Main missions**:
- Be a business partner and support the regions.
- Develop best in class Human Resources policies (e.g. compensation) and processes (e.g. Performance Management, workforce planning, etc.) to be deployed and managed group wide.
- Ensure group optimization, assess operating performance and set targets/themes for improvement.
- Develop and manage companywide training and development programs.
- Identify and anticipate Corporate and Region Human Resources challenges.
- Identify and promote best practices across the Group and capture synergies Benchmark Human Resources practices against external organisations.
**So, what will you do?**
As part of Group HR, you’ll join a community of thinkers, makers and shapers all working together whose main focuses are:
As Talent & Leader Development Program Manager, your primary responsibilities involve designing, implementing, and overseeing leadership development initiatives within an organization.
**Main responsibilities and accountabilities**:
**Program Design and Development**:
- Design leadership development programs tailored to the specific needs of different levels of leadership (e.g. mid-level managers, Senior leaders) in collaboration with the ArcelorMittal University Ecosystem of partners Develop curriculum frameworks, learning objectives, and content outlines for leadership programs.
**Delivery and Facilitation**:
- Facilitate leadership workshops, seminars, and training sessions
- Deliver engaging and interactive sessions to foster skill development, critical thinking, and leadership competencies. Provide coaching and feedback to participants to support their growth and development.
**Programs Management**:
Supported by ArcelorMittal university team:
- Manage all aspects of leadership development programs, including scheduling, logistics, participant communications, and program evaluation
- Monitor program effectiveness and participant engagement through feedback surveys, assessments, and performance metrics. Collaborate with internal stakeholders and external partners to ensure program delivery meets quality standards and objectives.
**Leadership Assessment and Feedback**:
- Administer leadership assessments and 360-degree feedback tools to evaluate leadership competencies and identify areas for development.
- Provide individualized feedback and coaching to participants based on assessment results to support their growth and development goals. Facilitate development planning sessions to help participants create actionable development plans.
**Succession Planning Support**:
- Partner with HR and talent management teams to support succession planning efforts by identifying high-potential talent and developing leadership pipelines.
- Design and facilitate leadership development experiences for identified successors to prepare them for future leadership roles. Integrate succession planning considerations into leadership development programs to align with long-term talent management strategies.
**Evaluation and Continuous Improvement**:
- Conduct post-program evaluations to assess the impact of leadership development initiatives on participant behavior, performance, and business outcomes.
- Analyze evaluation data to identify strengths, areas for improvement, and opportunities for program enhancement. Iterate and refine program content, delivery methods, and learning experiences based on feedback and evaluation results to ensure ongoing effectiveness and relevance.
**Stakeholder Engagement**:
- Build relationships with key stakeholders, including senior leaders, HR business partners, and program participants, to gain buy-in and support for leadership development initiatives. Communicate program objectives, outcomes, and benefits to stakeholders through regular updates, presentations, and reports.
**Talent Analytics and Reporting**:
