The ideal candidate will have ten plus years experience in the financial services industry with superior business acumen and demonstrated success defining and executing diversity and inclusion and talent management strategies, programs, policies and practices. The individual must possess strong leadership skills and have proven experience interacting with, and influencing, C-suite level executives.
The professional we seek will be naturally open and engaging; a team player with excellent presentation, interpersonal, communication, and relationship skills. While being hands-on, metric-driven and results-oriented, they will also be adaptable, flexible and patient when needed. They must be motivating, proactive and have the confidence required to suggest and introduce alternatives to current human capital practices, particularly those based on Sociètè Genèralè's unique culture and business.
The individual we seek will have:
- An undergraduate degree. A post graduate degree would be desirable.
- A minimum of 10+ years of relevant experience with at least five years in a leadership role within a dynamic, multi-site, global organization.
- A passion for people with demonstrated expertise in diversity and inclusion best practices and strategies and a track record of proven people management and development that has demonstrated an impact on organizational results.
- The ability to design and embed diversity and inclusion in core talent processes and programs that support the end to end talent lifecycle.
- The ability to understand business objectives and their implications for talent, including a willingness to spend the time upfront to get to know the organization and key constituents.
- This person will also have the skills and insights to be of counsel to the executive, functional, and business unit leadership team about the talent requirements.
- Global minded individual with proven cross-cultural sensitivity balancing corporate versus local needs, as well as individuals versus business needs.
- Strong project management skills.
- Excellent managerial and supervisory skills.
- Knowledge of adult learning theory and development/assessment programs
- 10+ years of talent development experience preferably in a financial institution.
The critical professional competencies include:
- Leadership: Possess the ability to establish and communicate a clear vision for diversity and inclusion and talent management and effectively lead the organization through transformation.
- Business Acumen: Understand the intricacies of the financial services industry and be able to create diversity strategies that tie to Sociètè Genèralè's business strategy.
- Change Management: The ability to systematically drive culture change throughout the organization so that the extraction of business value from diversity is second nature at all levels of the organization.
- Results-Oriented: As the change agent and business leader, this person will establish metrics for change and be able to effectively measure the impact of diversity and inclusion and talent development on Sociètè Genèralè's business.
- Political Savvy: In this position you will be able to build and maintain credibility with a variety of constituencies both internally and externally.
- Influencing Skills: In this position you will have well-developed communication and interpersonal skills and will possess the ability to concepts and ideas in a compelling manner and persuade other leaders of the value and implications of diversity across the organization.
Employees should understand the institution’s approach to risk management and their respective roles in supporting a strong risk culture, as outlined in the SGUS Operations Enterprise Risk Management Framework.
At Societe Generale, we live by our 4 core values of commitment, responsibility, team spirit and innovation. We are engaged and demonstrate consideration for others. We act ethically and with courage. We focus our talent and energy on collective success. We experiment and propose new ideas. This way, we maximize our ability to serve client needs and anticipate market changes. Societe Generale is committed to strengthening bonds with colleagues, communities and the world in which we live, because relationships are at the heart of how we operate.
The Chief Diversity Officer & Head of Talent Development is a strategic advisor to SG’s executive leadership team in helping to acquire, develop, and retain the diverse talent pool necessary to drive business results. The Chief Diversity Officer & Head of Talent Development is responsible for setting the D&I strategy and roadmap for Societe Generale (SG) in the Americas, executing this strategy with demonstrated and measurable results, and working closely with the Human Resources Management Team to comprehensively integrate proven D&I practices into the Talent lifecycle. The Chief Diversity Officer & Head of Talent Development will chair the Diversity Council and will oversee and partner closely with the organization’s active Employee Resource Group leadership and members to ensure that they are coordinated and well-aligned in delivering impactful programs and change in support of SG’s D&I agenda. The Chief Diversity Officer & Head of Talent Development will develop and closely manage the organization’s D&I budget in order to ensure that strategic D&I initiatives are effectively and efficiently executed. The individual will be responsible for the development of D&I metrics and reporting in order to measure and demonstrate progress. The Chief Diversity Officer & Head of Talent Development will partner with Communications to creatively promote SG’s D&I successes internally and externally to further develop and enhance the SG brand. The individual will work closely with the Head of Talent Acquisition to implement D&I policies and practices and recruitment programs that help maximize the attraction and retention of a diverse talent pool. The individual will build on the existing foundation of D&I at the organization by leveraging industry best practices and networks to constructively and innovatively elevate the D&I program. This position has an organizational reporting line into the CHRO to ensure the proper integration of D&I throughout the talent lifecycle and a direct functional line for D&I to the CEO and EXCO for strategic D&I initiatives.
As Head of Talent Development, this individual, working with their team, will be responsible for the development and effective delivery of innovative Talent programs to meet the current and anticipated development needs of staff in the AMER region. The individual will partner with and leverage the experience and best practices of SG Talent professionals across the globe, business advisors in HR, business partners in the organization, and third party vendors to ensure meaningful and impactful development programs for SG’s various populations. They will participate in global projects, working groups and think tanks in the talent and development space and will be called upon to enhance and/or implement global tools or strategies in conjunction with the SG Group strategy, the SGCIB global strategy, as well as local regional and country requirements.
Main Focus and Challenges: Ensure the development of a comprehensive human capital strategy that comprehensively embeds diversity and inclusion into the talent acquisition and development lifecycle. Effectively identify the talent development needs of the firm and implement creative and impactful training and development programs to address these needs.