Descripción del empleo

Company Overview:

Party City is a global leader in the celebrations industry, delivering joy and inspiration to

customers across more than 70 countries. As North America's largest party goods retailer, Party City is the go-to shopping destination for every type of celebration, offering an extensive and innovative selection of products at exceptional value.

With a strong omnichannel presence, Party City continues to grow its eCommerce

business, PartyCity.com, while the company’s over 700 company-owned and franchise store locations across North America remain an integral piece of their business to allow consumers to experience their products first-hand. The company also operates Amscan, a premier designer, manufacturer, and distributor of celebration products including décor, tableware, costumes, and accessories.

Headquartered in Woodcliff Lake, N.J., with additional locations in the Americas and Asia, Party

City is committed to helping customers create unforgettable moments for every occasion.

 Job Overview:

This role will drive enterprise-wide talent management and development investments and initiatives that will increase team member retention and engagement and support the advancement of performance and develop talent readiness for career development. The Director’s responsibilities include constructing a learning curriculum across the enterprise, driving resources and tools to support Powering Achievement and continuous performance conversations, developing a career and succession planning policies and processes. This role will engage and lead the development of organizational programs and resources that enable internal growth in alignment with company policies to maintain our people matter promise and equal employment opportunity environment. This position will contribute to fostering a healthy workplace that helps us achieve our business objectives and deliver on our employment proposition.

 Responsibilities and Duties:

• Manage the evolution of PCHI’s Powering Achievement goal setting and continuous performance conversations to align on development and career planning; developing processes, resources and tools to support the dialogue and outcomes between team members and their leaders
• Shephard talent calibration and review process across the enterprise to identify organizational talent and skills gap analyses
• Architect the infrastructure of functional and leadership competencies to establish achievement milestones and develop the application of investments to deliver and accelerate development to enhance proficiency
• Monitor team member engagement through surveys and analytics to understand the effectiveness of program messaging and application to ensure ROI and improvement
• Craft policies that support internal mobility heightening next role awareness and enabling an easy application and consideration process
• Develop and support enterprise succession planning with targeted tools and resources that are easy to complete and engage in org design initiatives to promote internal mobility through org structure/lattice and dedicated roles/programs to support growth,
• Drive career-pathing options with high-potential employees and their team leaders
• Perform benchmark research on learning and development investments as well as vendor partners and technology that support the management of talent
• Champion and support HR business partners to implement and execute programs, measure effectiveness and analyze ROI to strategize on follow up and application

• Invest in development to enable role mastery and high performance by providing multiple training, coaching, and advancement opportunities. Support role changes and promotions with appropriate readiness and transition programs.
• Drive confidence levels of employees by investing in their ability to perform and lead through coaching, 360 and development assignments. Advance talent capabilities through coaching and development programs.
• Lead direct reports and/or cross-functional partners, and vendors in program design and implementation of end-to-end performance & team development solutions that include the evaluation, design, and delivery of programs.
• Serve as liaison or champion between the broader learning communities to establish common standards, best practices, policies, and procedures; Integrate continuous innovation and improvement into the culture that affirms a best place to work.