Managing Director, Talent Development – Coalition of leading chief executives and their companies who are coming together to hire, promote, and advance one million Black individuals who do not yet have a four-year degree into family-sustaining careers over the next 10 years

OneTen is a coalition of leading chief executives and their companies who are coming together to hire, promote, and advance one million Black individuals who do not yet have a four-year degree into family-sustaining careers over the next 10 years. We take a skills-first approach, connecting employers with talent partners, leading nonprofits, and other skill-credentialing organizations to support the development and promotion of diverse talent. Ultimately, our vision is to close the racial wealth gap in the United States.

OneTen’s coalition has grown to include the support of over 60 companies across industries. Members  include but are not limited to: Accenture, ADP, Allstate, American Express, Amgen, Aon, AT&T, Bain & Company, Bank of America, Cargill, Caterpillar, Cisco, Cleveland Clinic, Comcast, Deloitte, Delta Air Lines, Eli Lilly, General Motors, HP Inc., Humana, IBM, JPMorgan Chase, Illinois Tool Works, Intermountain Healthcare, Johnson & Johnson, Lowe’s, Medtronic, Merck, Nike, Nordstrom, PepsiCo, Roper Technologies, Stryker, Target, Trane Technologies, Verizon, Walmart and Whirlpool Corporation. These companies look forward to welcoming additional members, including small and medium-size businesses,  which power the majority of the U.S. economy.

Through the creation of one million jobs for Black Talent over the next 10 years, OneTen has the  potential to address persistent inter-generational gaps in opportunity and wealth by working to ensure  that Black Americans with the skills and aptitude to earn success also have the opportunity to achieve  success.  

Position Description:

As a part of the OneTen effort, the Managing Director of Talent Development is responsible for designing and implementing the strategy for OneTen’s talent development efforts. The ideal candidate will partner with other directors to manage Talent Development-related tasks and support the vision of OneTen. They will manage a team of managers and collaborate with the market ecosystem, supporting regional Talent Developers (TDs). 

To be successful in this role, you are someone that thrives in a fast-paced, dynamic organization where you can make an impact in the talent ecosystem, eventually leading a team of human capital practitioners. They will develop, guide, and manage the execution of talent management programs and tools. At a high level, The Managing Director of Talent Development is owning relationships with talent partners and developing the strategy for talent partnerships (non-profits, 2-year colleges, HBCUs, staffing agencies, etc). 

The ideal candidate will oversee national and region-specific talent development efforts as well as managing the relationships amongst talent sourcing entities and employer partners. The relationships may include, but are not limited to, non-profit, for-profit, training programs, talent development, and other stakeholders that are in the workforce development ecosystem. This unique position places OneTen at the intersection between workforce development initiatives and institutions and employers. 

Key Roles and Responsibilities: 

• Develop initial strategy for OneTen’s work with TDs, including how to translate vision into implementation
• Partner with Chief Talent Development & Support Officer to develop high-level approach to Field Building 
• Hire team of Managers; support search for Director of Field Building
• Endorse & onboard TDs (including Talent Connectors and Learning Content Partners), in collaboration with Tech team
• Provide baseline level of support to all endorsed talent partners, in collaboration with Coms. team
• Provide key account management to priority TDs
• Coordinate with Employer team to match TDs to employer jobs
• Collaborate with Markets / Ecosystem team on endorsing and supporting regional TD

Functional Background & Experience:

• Demonstrated experience building teams, forming team cultures, and scaling teams 
• Experience developing strategies and executing and operationalizing bold vision 
• Strategic partnership and communications skills; ability to influence and inspire multifaceted partnerships and collaborations
• Ability to design sophisticated work-streams in entrepreneurial, dynamic, cross-functional environments 
• Demonstrated experience in at least one of the following: Building strong collaborative partnerships with corporations, workforce development organizations, and/or learning institutions (including HBCUs and community colleges) 
• Communicate and work collaboratively with management teams across the organization to ensure strategic alignment 
• Experience in project management, including ability to juggle multiple priorities while staying organized and focused
• Assess and report on progress in meeting department objectives

Leadership Qualities: 

• Proactive self-reliant leadership, adept at working in ambiguity and start-up environments 
• Flexible and dynamic, able to work as thought partners with C-suite leaders  to drive growth strategy and business development  
• Mixture of non-profit/for-profit experience 
• Exceptional relationship builders and strategic thinkers

Setting Strategy:

• The ability to create and articulate an inspiring vision for a people organization
• The inclination to seek and analyze data from a variety of sources to support decisions and to align  with the organization’s overall people strategy
• The ability to effectively balance the desire/need for broad change with an understanding of how much change the organization is capable of handling, to create realistic goals and implementation plans that are achievable and successful

Executing for Results:

• The ability to set clear and challenging goals while committing the organization to improved performance; tenacious and accountable in driving results
• Comfortable with ambiguity and uncertainty; the ability to adapt nimbly and lead people through complex situations
• A risk-taker who seeks data and input from others to foresee possible threats or unintended circumstances from decisions; someone who takes smart risks
• A leader who is viewed by others as having a high degree of integrity and forethought in their approach to making decisions; the ability to act in a transparent and consistent manner while always taking into account what is best for the organization

Leading Teams:

• The ability to attract and recruit top talent, motivate individuals and teams, delegate effectively, instill trust, celebrate diversity within the team, work collaboratively, and manage performance; widely viewed as a strong developer of others
• The ability to persevere in the face of challenges and exhibit a steadfast resolve and relentless commitment to higher standards, which commands respect from followers
• A leader who is self-reflective and aware of their own limitations; leads by example and drives the organization’s performance with an attitude of continuous improvement by being open to feedback and self-improvement

Relationships and Influence:

• Naturally connects and builds strong relationships with others, demonstrating strong emotional intelligence and an ability to communicate clearly and persuasively
• An ability to inspire trust and followership in others through compelling influence, passion in their beliefs, and active drive
• Encourages others to share the spotlight and visibly celebrates and supports the success of the team
• Exhibits strong verbal and written communication skills, including presentation with clients and other stakeholders. A compelling presenter to groups and at conferences
• Creates a sense of purpose/meaning for the team that generates followership beyond their own personality and engages others to the greater purpose for the organization as a whole