Talent Management Jobs (NOW HIRING)

Camping World & Good Sam is seeking a driven and innovative Talent Management Analyst to join ourTalent team in Chicago, IL. In this role you will be a key partner in building, supporting, and sustaining our approach toperformance management, succession planning, and talent review. This role will report to the Director,Talent Management & Employee Experience, and inform program design and execution. This role is onsiteor hybrid (three days a week) at our corporate offices in Chicago, IL. Occasional travel to Lincolnshire, ILrequired.

Responsibilities Include:
Performance Management Programs:

• Support implementation and continuous improvement ofour performance management programs.

• Assist in building supporting artifacts and tools such asprogram playbooks, performance evaluation forms, and quick-guides or other resources.

• Partnerwith the broader HR team to embed performance practices across the organization, inclusive ofGoal Setting, Quarterly Check-Ins, and Annual Performance Reviews.

Talent Management Programs:

• Support the execution and administration of programs thatstrengthen and streamline the company's leadership pipeline.

• Partner with the Director of TalentManagement and Employee Experience to introduce and drive a cadence of strategic talentreviews.

• Leveraging Workday's Talent Module, and partners on the corporate apps team, updateand maintain a record of talent review outcomes.

• Support talent gap identification activities, andsubsequently support the development and execution of developmental initiatives(e.g., coachingor mentorship, assessment tools, development planning).

• Identify gaps and proposeenhancements to programs, strengthening internal and external talent pipelines to ensure criticalroles have a bench of talent to draw from.

Succession Planning:

• You will partner closely with the Director and HR partners to provide projectmanagement and analytical support for enterprise succession planning processes.

• Providecoordinating support for actionsto identify critical roles across the organization, accurately assess existing talent, and document individual development plans for identified successor pools.

• Keepdetailed documentation of succession plans, ensuring clearly articulated strategies for when weacquire versus develop talent.

• Provide project management and analytical support for enterprise
  succession planning processes.

• Partner with HR leaders to coordinate talent review cycles,manage inputs, and track development plans for key talent.

• Assist in gathering and presentinginsights on talent pipelines, critical role coverage, and successor readiness.

Maintain Workday Talent Module:

• Participate in Workday Talent Management Moduledevelopment as the primary point of contact for coordinating across teams, testing new releases,and troubleshooting where required.

• Act as the Workday subject matter expert to help inform strategy, support program implementation, and change management related to operations,business processes, security, and data integrity for the Workday applications.

Data Insights and Analytics:

• Establish a common language and assessment mechanisms tomeasure the effectiveness of our talent management practices, including the identification of KPIsand data critical to measuring success.

• Manage a reliable reporting cadence to make TalentProgram performance insights available to HR and business stakeholders on-demand.

• Collect andanalyze data to provide insights into talent management practices, identify talent andorganization capability gaps, and recommend adjustments to strategy where appropriate to meetorganization needs.

Critical Success Factors:

• Effectively manage multiple high-priority projects simultaneously, prioritizing demands whileworking under deadlines and pressure in a fast-paced, high-growth environment.

• Ability to seamlessly integrate into cross-functional teams, building & maintaining individualrelationships while motivating the full team to deliver on objectives.

• Demonstrates a growth mindset through an appetite for calculated risks, innovating on stagnantprocesses, and giving/receiving feedback gracefully.

• Comfort operating in ambiguous settings, making sense from noisy feedback channels, and with

• the confidence to propose solutions.

• Ability to manage conflict productively through humble disagreement, problem assessment,negotiating compromise, and maintaining respectful relationships

• High emotional intelligence and the ability to recognize the power of their language, engagingothers with a positive and solution-focused tone and demeanor.

• Skilled at directing activity, motivating individuals/teams to deliver against objectives, and efficiently addressing roadblocks and bottlenecks.

• Problem solving skills with the ability to identify root causes, develop practical solutions, and workin collaboration across the organization to address strategic, operational, and any otherroadblocks to success.

• Willingness and ability to adapt to change quickly, with enthusiasm and resourcefulness whentackling unfamiliar tasks and requests.

• Communicate information in a clear, concise, and compelling manner, orally and in writing, in astyle, tone, and manner appropriate for the audience.

• Puts human-centered design/design-thinking principles into practice to create effective solutionsand to deliver against the source of the business challenge.

• Strong business acumen, effective consultative techniques, problem-solving skills, and confidenceto recommend and deliver solutions.

• Resourceful and energized by new challenges and opportunities.

• Perform with the highest degree of integrity and confidentiality whilst following through oncommitments.

Education and Experience:

• Bachelor's degree in HR, I/O Psychology, Organization Development, or related field required. Master's degree is highly preferred.

• Minimum of 3 years managing programs and/or projects within the HR or Talent space, withexperience working with cross-functional project teams.

• Demonstrated experience coordinating structured talent management and succession programswithin large matrixed environments.

• Demonstrated experience leading with human-centered design principles through a demandingprogram development cycle.

• Track record of designing intelligent metric-driven approach to measuring success and iteratingon past deployments.

Physical Requirements:

• Ability to remain in a stationary position for a prolonged period.

• Capable of lifting and carrying 25 pounds short distances.

• Consistently operates a computer, phone, and other office machinery.

• Willing to spend 5-10% of the time traveling for business.

General Compensation Disclosure

The pay range for this role considers several factors in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Camping World, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the factors stated. A reasonable estimate of the current range is listed below.

Pay Range:

In addition to competitive pay, we offer Paid Time Off, 401(k), an Employee Assistance Program, Good Sam Roadside Assistance, discounts, paid parental leave (if eligibility is met), Tuition Reimbursement (if eligibility is met), and on the job training opportunities. Full-time associates are offered a comprehensive benefit package including medical, dental, vision and more! Part-time associates are offered access to dental & vision coverage! For more information please visit: www.mycampingworldbenefits.com