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Dana is a global leader in the supply of highly engineered driveline, sealing, and thermal-management technologies that improve the efficiency and performance of vehicles with both conventional and alternative-energy powertrains. Serving three primary markets - passenger vehicle, commercial truck, and off-highway equipment - Dana provides the world's original-equipment manufacturers and the aftermarket with local product and service support through a network of nearly 100 engineering, manufacturing, and distribution facilities. Job Purpose This Talent Management role supports the People Development Center of Excellence (COE) organization to support the development, implementation, management and continued evolution of global talent management processes and programs to ensure Dana has the talent needed to meet current and future business needs. This role operates at the enterprise company level and requires person that is globally minded, highly collaborative, thinks strategically, and is a hands-on talent process and program owner. This role leads two employees and reports to the Senior Director, Human Resources and People Development. Job Responsibilities Leads and continually evaluates, scales, evolves and deploys the Dana Talent Review and Succession Planning Process, ensuring a robust and effective process and framework for assessing talent and succession and facilitating alignment on talent gaps and supporting strategies/actions. Supports process and program design, communication, tools/resources, training and execution within the businesses, including development of Talent Management Committees (TMC). Leads and continues to evolve Dana's Performance Management philosophies, processes, and programs, building on current foundational continuous performance management mindsets and behaviors. Partnerships with Learning and Development and HRIS / HRIT for improvements to delivery of programs. Leads new and ongoing global deployment and execution of key talent management processes and programs, including project planning, change management, communication, training and assessment of user adoption and effectiveness. Builds and maintains strong relationships, credibility and influence with key stakeholders. Partners closely with HRBPs and business leaders to understand talent program needs, while considering organizational readiness and capacity for change. Partners with HR, COE and business leaders to achieve strategic talent objectives. Establishes and maintains a strong working relationship with HRIS / HRIT to ensure talent modules within SuccessFactors are effectively designed and deployed to support desired outcomes of talent processes and programs. Assesses, measures and analyzes the effectiveness and user adoption of key talent management processes and tools. Continually identifies and implements improvements. Identifies, tracks and analyzes key data and metrics to evaluate effectiveness of talent programs. Communicates insights, plans, progress and business outcomes to senior business and HR leaders. Manages existing vendor partnerships and supports the evaluation of new external vendors and offerings as needed. Maintains strong working knowledge and familiarity with talent management trends, best-practices, tools/resources and vendors. Conduct appropriate research and benchmarking and make recommendations for shifts in strategy, approach/methodology and tools, as necessary. Partners closely with global People Development COE team members to ensure alignment and integration of talent management and development philosophies, processes, programs and tools across the talent lifecycle. Job Requirements Education and Experience Bachelor's degree in Organizational Development (OD), Human Resources (HR), Psychology or other related fields. Master's degree in HR, OD or Business Administration (MBA) preferred. Minimum of 8 years of progressively