| By Lin Grensing-Pophal |
Salveson Stetson Group, a retained executive search firm in Radnor, Pa., predicts that one of the hottest and hardest to fill HR positions over the next five years will be that of global talent management leader.As more companies compete globally, they will need to manage an increasingly global workforce—but the pipeline of leaders with experience managing a company’s human capital on a global basis is short.
“It has been interesting to watch companies transform from multinationals to truly global organizations over the past decade,” says Sally Stetson, co-founding principal and HR practice leader at Salveson Stetson Group. “Skills like multicultural leadership, which were not even on the radar screen 10 years ago, are now critical to success as companies manage employees, partners and customers across the world.”
This represents an opportunity for HR professionals. Many companies don’t currently have a fully integrated global HR function, Stetson says, “let alone an infrastructure capable of global performance management, executive development and succession planning.” There are some specific global trends that are likely to drive this demand.
For example, a growing number of executives will be assigned overseas in the coming decade. But companies do not always do a good job of managing the talent that returns from around the globe. A global talent management leader can help executives manage their careers—not just their individual assignments.
Stetson adds that global talent management leaders are also needed in places other than North America. “When we talk with our executive search colleagues around the world, this is the No. 1 topic in the human resources industry,” she says. “Everyone knows they need to be searching for someone to fill this position—and they know they need to be looking globally for those candidates.”
“It has been interesting to watch companies transform from multinationals to truly global organizations over the past decade,” says Sally Stetson, co-founding principal and HR practice leader at Salveson Stetson Group. “Skills like multicultural leadership, which were not even on the radar screen 10 years ago, are now critical to success as companies manage employees, partners and customers across the world.”
This represents an opportunity for HR professionals. Many companies don’t currently have a fully integrated global HR function, Stetson says, “let alone an infrastructure capable of global performance management, executive development and succession planning.” There are some specific global trends that are likely to drive this demand.
For example, a growing number of executives will be assigned overseas in the coming decade. But companies do not always do a good job of managing the talent that returns from around the globe. A global talent management leader can help executives manage their careers—not just their individual assignments.
Stetson adds that global talent management leaders are also needed in places other than North America. “When we talk with our executive search colleagues around the world, this is the No. 1 topic in the human resources industry,” she says. “Everyone knows they need to be searching for someone to fill this position—and they know they need to be looking globally for those candidates.”
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