Senior Manager, Strategic Talent Partner

Link Logistics Real Estate (“Link”) is a leading operator of last-mile logistics real estate. Established by Blackstone in 2019, the company connects consumption, technology, and the supply chain across its portfolio, which spans more than half a billion square feet. With more than 5 percent of U.S. GDP flowing through our spaces, we leverage our scale, proprietary data and insights, and foundational focus on sustainability to drive success for our customers’ businesses and deliver value for our stakeholders. Link Logistics strives to be the most equitable and inclusive industrial real estate company in the business. We put our people, customers, and communities first and find ways to make a conscious, positive impact where we live and work, prioritizing diversity, equity and inclusion (DEI) across our workforce to deliver an optimal employee experience. Every day, we work to reinvent and lead our industry forward by thinking bigger and challenging the status quo. 

Because we believe that good business must be synonymous with doing good, strong environmental, social and governance practices are foundational to our identity as a firm. These practices include setting ambitious goals to combat climate change, partnering with local nonprofits, and prioritizing internal diversity, equity, and inclusion efforts. We seek to use our position, ideas, and influence to drive progress in our industry and the wider world.  At Link, we give our customers space to grow—and we give people space to grow, too. 

Sr. Manager, Strategic Talent Partner

• Manage the development and implementation of people-related strategy for a significant area of responsibility, anticipating complex people issues, challenges, and opportunities and ensuring integration with wider corporate strategy.

• Lead and manage the strategy, planning, and adoption of HR frameworks and tools for recruitment, performance management, development, career and succession planning, compensation and benefits, diversity, employee onboarding and offboarding, and retention of talent for a significant area of responsibility, ensuring compliance with external requirements and integration with the broader corporate policy framework. Partners closely and collaborates effectively with HR COEs and acts as liaison and primary point of contact for the Business Executives, translating business needs into talent requests and sharing feedback both ways.  Enable the attraction, development, and retention of talent at a sustainable cost.

• Provide effective thought leadership to diagnose, consult, advise, and influence senior management at the business unit that enable the implementation of P&C policy, projects, and change initiatives that support business strategic priorities. Strong ability to leverage data insights, diagnose, design and storytelling to communicate recommended actions and lead as a change agent that meets business objectives.

• Evaluate the capabilities of people leaders and management within the department to identify gaps and prioritize development activities. Implement the organization's formal development frameworks within the area of responsibility. Coach and mentor others to support the development of the organization's current and future workforce planning needs.  

• Drive needs and impact analysis in connection with the organization’s strategy.  Understand the interconnectivity or lack thereof with stakeholder’s priorities. Identifies gaps between current HR initiatives and the needs and/or desires of the business and effectively recommend short – long term organizational strategies increasing effectiveness and address gaps.

CORE TASKS

(includes but not limited to)

• Drive and manage workforce planning, prepare and follow business unit budgets to optimize people operations.

• Evaluate, design and implement staffing models that maximize human capital forecasting strategies and creates opportunities or efficiencies for client groups year over year.

• Play a critical role planning, directing, and coordinating people activities relating to career pathing, retention, internal mobility, workforce planning, talent reviews and succession, compensation, labor relations, and employee relations.

• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and

• practices.

• Analyze training needs to influence employee development, training, and health and safety programs.

• Own employee engagement survey data and intel to diagnose health of the organization. Play a critical role in solutioning with the business to address gaps, areas of concern, amplify strengths.

• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.

KEY SKILLS & ATTRIBUTES

(*priority skill)

Manages Complexity

Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve employee problems. For example, offers penetrating questions to help others get to the heart of complex situations and find strong solutions. Uses a range of inputs to fully understand and solve problems.

Business Insight

Applies knowledge of business and the marketplace to advance the organization's goals. For example, ensures that the team understands and discusses relevant industry changes. Gives strong messages about how people's efforts make a difference to the broader organization.

Ensures Accountability*

Holds self and others accountable to meet commitments. For example, measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures. Holds Business Leaders accountable to people-related processes and actions through influencing them to see the value and how it will positively impact the business.

Communicates Effectively*

Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, tailors’ communication content and style to the needs of others. Pays attention to others' input and perspectives, asks questions, and summarizes to confirm understanding.

Plans and Aligns*

Project plans and prioritizes the people organization to meet commitments aligned with departmental goals. For example, partners with management to assess, define project design, facilitate and deliver staying focused on plans and improvises in response to changes, including risks and contingencies. Aligns and socializes the work with other departments or cross-functional teams as needed. Looks ahead to determine and obtain needed resources to complete plan.

Optimizes Work Processes

Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, motivates people to produce highest-quality outcomes and pursue continuous improvement. Sees that problems are well examined, and improvements are integrated into all relevant work processes.

Strategic Mindset

Sees ahead to future possibilities and translates them into breakthrough strategies and advises the Business Leaders on how to apply to their organizations. For example, is a strong big-picture thinker; makes frequent, clear references to the organization's vision and strategy and the efforts required to drive them forward. Effectively integrates long-term opportunities and challenges with day-to-day activities.

Organizational Savvy

Maneuvers comfortably through complex policy, process, and people-related organizational dynamics. Builds and strengthens relationships within and across business functions.  Viewed as part of the Business Leadership Team, as a trusted member here to help.  For example, builds support for ideas among key decision makers and stakeholders. Anticipates political difficulties and identifies ways to overcome any resistance.

Strategic Planning

Operates as a recognized expert to envision a desired future and translate this vision into broadly defined goals or objectives and a sequence of steps to achieve them.

Human Resources Analytics

Operates as a recognized expert to leverage HR information systems (HRIS) and other relevant software applications to efficiently manage employee data, talent and performance assessment intel and provide action-oriented activities using HRIS intel. Works at an advanced level to determine and analyze trends from data that is collected to assist in compiling reports that will help in decision-making.

Data Literacy (data manipulation/ data scrubbing/data integrity) *

Identifies, analyzes, and leverages relevant data when making decisions, providing recommendations, or analyzing organizational issues. Follows established processes when inputting or working with data in HR systems w data quality. Interprets metrics and data visualizations (using understanding of basic statistics) to identify patterns and extract insight where possible. Uses effective storytelling to communicate results of data analysis, shares recommendations, influences business decisions, and holds leaders accountable for follow through. 

Presentation and Communication*

Works at an advanced level to communicate (written and verbal) and deliver information verbally in a clear, concise and compelling manner to influence or drive change, impact, reward. Can express ideas, request actions, formulate plans, & policies by means of clear and effective verbal and written communications. Adjusts approach and communication style to be most effective based on audience.

KEY TRAITS

Curiosity

The extent to which a person is likely to tackle problems in a novel way, see patterns in complex information, and pursue deep understanding.

Resourcefulness

Figure out ways to achieve a desired outcome with existing resources

Need for Achievement

A tendency to work intensely to achieve and exceed difficult standards.

Persistence

A tendency toward passionate and steadfast pursuit of long-term goals, despite obstacles, discouragement, or distraction.

Credibility

The degree of consistency between a person's words and actions.

Confidence

The degree to which a person is convinced that they control the course of events in role and on the job.

Accountability

Ensures there is a high level of accountability between opportunity, discussion and outcomes. Takes ownership of success and failure of process, program, action alongside the business.

Disagree

Ability to stand up and clearly articulate their position when they disagree or have a different opinion.

WHAT YOU WILL BRING

• Bachelor’s Degree or equivalent experience

• 8+ years’ experience in Human Resources Business Partnering role as a strategic advisor

• Demonstrated success in stretch assignments that are evidence of superior performance in previous roles

• Prior experience leading, coaching, and mentoring the business

• Prior experience supporting 300+ hourly employee client groups

• Strong communication skills, both oral and written

• Critical thinking skills

• Strong organization skills and ability to multitask

• Self-starter

• Strong attention to detail and ability to collaborate with leaders and the HR Team

• Exceptional customer service skills

$165,000 - $180,000 represents the presently anticipated base compensation pay range for this position at Link.  Actual pay may vary based on various factors, including but not limited to location and experience.  

Link provides a variety of benefits to employees, including health insurance coverage, retirement savings plan, paid holidays, paid time off.

The direct compensation and benefits described above are subject to the terms and conditions of any governing plans, policies, practices, agreements, or other materials or documents as in effect from time to time, including but not limited to terms and conditions regarding eligibility.

EEO Statement

The Company is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant, employee, or other covered person based on any legally recognized basis, including, but not limited to: veteran status, uniformed servicemember status, race, color, caste, immigration status, religion, religious creed (including religious dress and grooming practices), sex, gender, gender expression, gender identity, marital status, sexual orientation, pregnancy (including childbirth, lactation or related medical conditions), age, national origin or ancestry, citizenship, physical or mental disability, genetic information (including testing and characteristics), protected leave status, domestic violence victim status, or any other consideration protected by federal, state or local law. We are committed to providing reasonable accommodations, if you need an accommodation to complete the application process, please email People@linklogistics.com.