About this role
Fidelity will not provide immigration sponsorship for this position.
## Job Description:
The Role
As a member of the Fidelity Wealth Talent and Learning (T&L) team, you will partner with targeted business groups to ensure their talent agenda is aligned with their overall business strategy, increase connectivity across all Talent practices and Learning Strategies, and drive implementation of Fidelity Wealth and Enterprise T&L initiatives. If you are a highly motivated individual who is passionate about driving better integrated talent outcomes for associates and the firm through best-in-class talent and learning practices, this might be the right opportunity for you.
The Expertise and
Skills
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You Bring
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· Education: Bachelor’s degree
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· Master’s degree in Industrial / Organizational Psychology, OD, Human Resources or related field preferred
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· 7-10 years of progressive Talent experience in a variety of disciplines including OD, consulting, organizational design, learning, leadership development, succession planning, performance management and change management
· Skills required for the role:
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Experience working in large, complex organizations
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Proven success in collaborative leadership and working with executive leaders and internal HR partners
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Proven ability to plan, organize, prioritize and effectively manage multiple complex projects concurrently within a fast-paced environment
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Self-motivated and disciplined
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Strong understanding of talent principles, thought leadership, and best practices.
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Strong business acumen with the ability to link Talent and Learning priorities to key business initiatives
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Demonstrated success as a change agent for organizational transformation efforts.
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Excellent presentation, speaking and, communication (verbal and written) skills; ability to communicate and influence across the organization.
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Superior analytical and problem-solving skills evidencing the ability to think and act strategica
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Fidelity’s Onsite Working Model
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Fidelity is transitioning to a full-time onsite working model through a phased rollout across regions and roles. Currently, some roles and locations require 100% onsite presence, while others require less. Onsite expectations are likely to evolve as the rollout continues. This transition does not apply to fully remote roles.