COMPANY

HP provides one of the tech world's most comprehensive portfolios of hardware, software, and services. Its products include personal computers, servers, storage devices, printers, and networking equipment. The company's service unit provides IT and business process outsourcing, application development and management, consulting, systems integration, and other technology services. HP's software products include enterprise IT management, information management, business intelligence, and carrier-grade communications applications. The company markets to consumers, businesses, government agencies, and schools in more than 170 countries. Revenues for fiscal year 2009 were reported at more than $144 billion.

KEY RESPONSIBILITIES

As a key member of a highly visible global talent management team, the Director Talent Assessment & Selection will be responsible for developing and executing strategies, frameworks and plans to assess talent across HP and to select high performing talent into HP.  The talent management agenda at HP has support at the most senior levels of the organization.  Thus, the Director Talent Assessment & Selection will create best-in-class solutions producing results with CEO, Executive Committee and Board of Directors visibility. He/she will work closely with other peer members of the corporate Talent Management team in the areas of Talent Management, Performance Management, Career Development, Diversity & Inclusion and Data Reporting & Analytics and also partner globally across HP’s businesses to architect talent management solutions with broad impact.  In addition, the Director, Talent Assessment & Selection will: 

• Drive the execution of enterprise wide assessment process for all executives and managers for accelerating development, identifying strengths and gaps and providing input into talent management decisions.  Architect enhancements to assessment process.
• Manage two external assessment teams, each with 20+ assessors. Ensure project was top quality, on time, and under budget. Manage internal team of high performing talent. 
• Develop innovative solutions to ensure successful execution of development plans.
• Lead the HR talent analytics work to identify business differentiating insights that shape priorities in talent strategy and development programs.  Perform in depth analytics on integrated talent data at an individual, team and organizational level; and prepare reports and presentations to help organization understand strengths gaps and opportunities. 
• Develop tools and training that enhance assessment capability in the overall HP organization.
• Provide deep content expertise and state of the art information in assessment & validation methodologies, talent management best practices and research, assessment tools and technologies.  
• Assist in developing innovative and leading edge talent management and executive programs designed to meet specific individual, business unit and corporate needs.  These programs should be completely consistent with the human resources planning and business strategy efforts.
• Work in collaboration with the other talent management leads to ensure synergy and linkages across the talent management framework.

 EXPERIENCE

The Director, Executive Assessment Strategy will possess the following skills and experience:

• 10+ years experience in a large Fortune 500 company and/or consulting with specific expertise in talent management, assessment, selection and development. 
• Proven record of working as a business partner with line management in the design and implementation of effective an efficient talent management programs. 
• Experience driving execution successfully and operationalizing talent strategies in a global, complex organization recognized for excellence in talent management.
• Experience transforming and driving change across an organization. 
• Demonstrated ability to work independently and as part of a global team within a fast-paced, global matrix.  A self-starter/self-motivated leader who is creative and innovative.
• Strong executive level presentation and communication skills – written, oral and technical i.e., power point.
• High comfort level and working knowledge of statistics including correlation and regression analysis.
• Outstanding people development, collaboration and team leadership skills.
• Strong communication skills - written, oral and presentation.
• Deep knowledge and technical expertise with analytics, selection systems and validated assessments.

 Education

A Ph.D. or advanced degree in industrial/organizational psychology or organizational behavior is required.

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Korn/Ferry shall provide equal employment opportunity to all qualified candidates, and will refer candidates without regard to race, color, religion, national origin, sex, age, disability, veteran status or any other legally protected basis. Korn/Ferry shall comply with all applicable laws, rules and regulations in the performance of duties pursuant to this Agreement, including but not limited to, Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and state and local anti-discrimination laws to the extent applicable.