has tremendous opportunities to make a difference at both the organizational
and individual employee level.
As for specializing in talent management, this is a growing field
within HR and both an art and science. The work allows me to
match an organization’s needs with an employee’s aspirations and
What do you love about your job?
GW: I love becoming a trusted advisor to leaders in terms of supporting
them in meeting their business objectives and personal
needs by becoming a coach. I like having an impact on both business
and personal success.
Tells us what a typical day at work looks like.
GW: My days normally involve quite a few one-on-one meetings,
either providing advice on career development for leaders or conducting
interviews for an executive position. I am also involved
in a number of strategic initiatives as well as some thinking time,
which allows me to plan how we can advance the talent agenda for
What are some of the challenges you experience?
GW: I would say my biggest challenges are balancing strategic and
day-to-day priorities and how to ensure ownership of talent management.
There are a lot of urgent things that need to be done,
such as recruiting for an open vacancy or conducting a development
conversation. However, at the same time, we want to ensure
we spend enough time thinking about longer term talent management
priorities, such as how to enhance the overall capability of
our leaders in managing talent as well as mature in our talent management
practices. It’s about finding the delicate balance between
the roles and responsibility of talent management activities. For
example, what is HR accountable for vs. the business leaders?
What skills do you possess that make you
a great fit for your position?
GW: I am able to connect with a wide variety of people. Coaching,
active listening and questioning skills are critical. I also have a
strong knowledge of business and the ability to implement ideas.
Ultimately, I would like an HR role where I can provide a strategic
impact and help an organization gain competitive advantage
in the marketplace.
What advice do you have for others interested in pursuing
a career in talent management and for those who are
already in the field looking to move up the ladder?
GW: For people pursuing a career in talent management, it’s important
for them to improve their business knowledge to ensure
they have a good understanding of the business and the ability to
translate those needs into talent needs.
For those wanting to move up the ladder, be sure to improve your
strategic and critical thinking capabilities so you have credibility
with senior executives. Keep up-to-date with talent management
practices, and definitely practice your coaching skills. ■
The O ceTeam Salary Guide:
100% what you need.
Our 2015 Salary Guide will give you insight on the latest
administrative salaries, hiring trends, job descriptions and
more. To download your Salary Guide and use our Salary
Calculator today, visit offi ceteam.ca/salary-centre.
© 2014 Offi ceTeam. A Robert Half Company. 0914-3407a
42 ❚ MARCH/APRIL 2015 ❚ HR PROFESSIONAL