Details: Spirit Airlines (NASDAQ: SAVE) empowers customers to save money on air travel by offering ultra low base fares with a range of optional services for a fee, allowing customers the freedom to choose only the extras they value. This innovative approach grows the traveling market and stimulates new economic activity while creating new jobs. Spirit's modern fleet, configuration and other innovations enable Spirit to burn less fuel per seat than competitors, making Spirit one of the most environmentally-friendly U.S. carriers. Spirit's all-Airbus fleet currently operates more than 190 daily flights to over 50 destinations throughout the U.S., Latin America and Caribbean. Visit Spirit at www.spirit.com. Purpose: Ensure that Spirit Airlines attracts and selects the right talent in every role and builds the capabilities and performance of our workforce to achieve our vision, execute our strategies and achieve target results (or better). Develop and execute highly effective processes, tools, and practices that do so with measured results and continuous improvement. Talent Plan: Identify the talent needs/gaps organizationally and functionally for Spirit Airlines to execute its vision/strategy and achieve target results using quantitative and qualitative and data from workforce, customers, investors and leadership. Build plan to meet needs through talent acquisition and workforce development. Plan produces a pipeline of “A” level talent ready when needed. Update plan to reflect changing needs and growth opportunities.Clearly define outcomes, performance metrics and competencies needed (based on expected results and proven capabilities to achieve them) for all jobs as foundation for recruiting, selection, performance and development (also linked to rewards). Align to vision/strategy to achieve.Manage multi-channel Recruiting Process to fill pipeline with high quality candidates including search, internal recruiting, Spirit web-site, internet posting, employee referral, social networking, job fairs, proprietary events, college recruiting, internships and more. Measure channel effectiveness and ROI, to optimize quality, speed and ROI of recruiting efforts. Communicates Spirit Airlines employer brand in all recruiting touch points.Develop and powerfully build Spirit Airlines employer brand (aligned with vision, values, customer brand and target candidate psychographics) to generate high quality/quantity and low cost candidate flow for all jobs.Develop and execute effective Selection and Offer processes to select and secure “A” players for each function/job. Train leaders on selection processes and measure/report effectiveness in post-hire job performance for continuous improvement.Manage Internal Selection Process and job posting, including promotions, lateral movement and developmental moves to execute talent plan and maintain consistent selection standards inside and outside.Build and execute Performance Management process to establish expected results (from job definition), development plans, measure and feedback on results and development effectiveness and link to recognition and rewards. Measure, report and improve.Build and execute Succession Planning to identify successors, talent gaps, build/buy actions to address, execute and assess effectiveness. Incorporate results in individual and systemic development plans.Develop and execute processes and tools to build consistent company-wide Leadership and Behavioral Competencies to achieve vision/execute strategy and build aligned culture/execution of vision. Includes blended experiential learning, coaching/mentoring and classroom learning. Measure effectiveness, report and improve.Develop Culture and Workforce Commitment: Build vision, values and culture into every talent management process touchpoint.Build Diversity and Inclusion into all talent processes and results, while complying with all legal requirements. Ensure submission of required government information, including EEO statistics/reporting. Functional Competencies Has effectively built a employment brand(s) to create a memorable impression in target labor markets to attract “A” level talent, consistent with culture, values, real experience. Knows how to use web/virtual and real tools to communicate brand.Deep knowledge of recruiting channels, techniques and cost effectiveness, including traditional (web posting, employee referral, college, event, direct sourcing, search, etc.) and new/innovative channels (social networking, virtual event, etc.)Expertise in selection processes and ability to design/execute predictive, valid, simple and legal processes to reliably identify “A” candidates. Understands and has effectively implemented behavioral interviewing and assessment techniques (cognitive, personality testing, etc.) Understands legal/validation requirements.Current knowledge of employment laws and regulations relating to discrimination, adverse impact and EEO reporting.Has implemented and effectively used an Applicant Tracking System to track process flow and improve quality/speed to hire.Knowledgeable about global recruiting and selection of local and third-country nationals in leadership roles outside the U.S.Proven capability in developing and executing effective succession/talent planning to forecast needs, assess talent, identify systemic and individual gaps, develop and execute solutions to meet talent needs and measure effectiveness.Demonstrated ability to design and execute performance management, simply and effectively: expected results, feedback, development and rewards linkage to drive results, differentiation of talent, upgrading, and retention.Understanding of adult learning theory, experiential development techniques, and measures of development effectiveness. Should be familiar with (and buy in-to) 70/20/10 model (focus on planned experiential development)Expertise in the design, implementation and measurement in developing vision/brand aligned leadership and behavioral skills for all levels of employees.Understands and can apply/teach change management models and tools. How to create “pull” through shared vision, buy-in and rigorous execution with measurement.Strong computer skills including Excel, PowerPoint and Word. Behavioral Competencies Team Player: Seeks to deeply understand needs (not just wants) and partners effectively with all levels of management to meet needs and add value. Listens, communicates and influences effectively to create seamless collaboration. Leads through influence and has strong emotional intelligence.Plans and Organizes: Uses data to analyze needs and establish priorities and plans. Defines effective actions and aligns leadership to obtain buy-in and execute, leads effectively through influence, can manage multiple projects.Rigorous Execution: Builds and executes effective standard processes and metrics to track both process and results. Attacks everything with drive and energy with an eye on the desired and measured results; not afraid to initiate action before all the facts are known; drives to finish everything he/she starts.Measures and Improves: Uses process and results metrics to identify strengths and weaknesses and acts with extraordinary speed to improve. Creates transparency of performance, insight and action to all stakeholders.Innovates with Agility: comes up with great breakthrough things to do; is creative; is an effective strategist full of ideas and possibilities; sees multiple futures; has broad knowledge; bring exciting ideas to life effectively and quickly.Trustworthy: Has a high level of integrity, ethics and discretion. Is direct and open, is effective in complex, conflict ridden, ambiguous and stressful situations, projects a positive business image, builds and sustains relationships with all stakeholders.Supervisory Competency: Creates a positive work environment with accountability for results. Excellent leadership and management skills including the ability to: interview, select, train and develop employed and contract talent acquisition professionals, monitor performance measures, appraise performance; discipline and recognize performance
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