JOB DESCRIPTION. Job Code/Job Title: 2092I/Director, Talent Management. Functional Area: HR. FLSA Status: E. Department: HR Design Center.

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1 Job Code/Job Title: 2092I/Director, Talent Management Functional Area: HR FLSA Status: E Department: HR Design Center Level: F I. JOB FAMILY SUMMARY This function will lead the planning, design, and development of Enterprise-wide talent management programs in line with overall Learning, Leadership development and performance management philosophy and strategies. II. PRINCIPAL RESPONSIBILITIES 1. Responsible for the operation of the enterprise talent management function and, as such, facilitates strategic development and execution of product development for business units or major divisions (partnering with BA and Solutions Center). 2. Develop and maintain the talent management philosophy and strategy and ensure all solutions are tailored to the AOL Personal Best/Leadership competencies. 3. Cultivate the Leadership Pipeline, through a focus on delivering best-in-class recruiting strategy, leadership experiences and talent movement and development through succession management. 4. Develop enterprise-wide solutions to solve strategic organizational issues (such as performance improvement interventions, etc.) including needs assessment, program design and development, impact assessment, pilot, launch, evaluation and delivery plan. 5. Develop tools for leadership/management to effectively manage employee development including innovative and blended learning solutions, work tools, identification of key work experiences and work processes. 6. Develop tailored learning solutions focused on critical identified business needs, developing functional skill sets as well as the AOL Personal Best/Leadership competencies. 7. Design and deliver enterprise-wide workforce planning product portfolio tailored to meet the diverse needs of each of the AOL LLC businesses. 8. Assess program effectiveness by identifying metrics, developing data collection tools, analyzing findings, and making recommendations for improvement. 9. Ensure the right internal and/or external solutions are brought to bear to the right issues through a disciplined intake process, which will include a consistent process flow and templates for needs analysis, qualification, project scoping and funding. 10. Oversee vendors/contractors/outsourced functions on an as-needed basis. 11. Manage benchmarking with comparable companies to determine competitiveness and to maintain competitive posture in the marketplace, while balancing associated costs. 12. Ensure that Talent Management professionals maintain full awareness of talent management practices and trends to meet current and new business needs. 13. Lead the Talent Management team through effective performance management tools: managing performance development and career pathing and establishing effective staffing/succession plans to meet business fluctuations. 14. Ensure program designs are executable in Solutions Center, and partnering with Solutions Center leaders to successfully roll-out new compensation programs. 15. Partner with the Analytics team to develop and manage against a clear performance metrics strategy for the talent management team and monitor team performance against established criteria

2 III. QUALIFICATIONS: KNOWLEDGE, EXPERIENCE, SKILLS Education BA/BS degree in Business, Organizational Development, Industrial and Organizational Psychology, HR or related field required; MA/MS/MBA/Ph.D. degree in Business, Organizational Development, Industrial and Organizational Psychology, HR or related field preferred. Experience 12+ years of progressive HR Consulting and/or HR program development, implementation and management experience including learning design; leadership and employee development program design, workforce planning strategy development; performance management and, succession planning experience required. Specialized Knowledge Significant depth of knowledge in all of the following: state-of-the-art learning, leadership, succession management and workforce planning program and policy design and delivery. Significant depth of knowledge and experience in developing talent management strategies for different types of workforces using best-in-class customer relationship management methodologies. Strong knowledge of human capital strategy and metrics, including experience in measurement of program effectiveness and associated return on investment (ROI). Extensive knowledge and understanding of key business unit financial and performance drivers. Skills Business/Industry Acumen: Strong ability to select appropriate business theories, concepts, and tools in an effort to evaluate and positively impact an organization s business strategies, structures, operations, financials, and technology. Broad business skills. Benchmarking: Expert knowledge in benchmarking principles and methodology and of business/industry practices Change Management: Expert ability to plan and execute a program designed to create a significant, lasting change to the way an organization currently does business. This involves both process change and changing the culture and attitudes of the employees of that organization Communication and Relationship Building: Superb interpersonal and communication skills, particularly in building relationships with business leaders and HR partners. Consulting Skills: Highly skilled at utilizing functional expertise to advise business leaders or HR partners on an appropriate course of action. Able to influence executives/organizations to take action. HR Budgeting: Proficiency developing and managing budgets and forecasts for specific programs and/or department. Intake Management: Strong at managing, prioritizing and appropriately delegating the intake of requests or needs Influence: Applies relevant knowledge and persuasion skills to guide action toward a desired outcome or result; ability to push back Talent Management Functional Competencies: Expert abilities in all of the following: Learning Design/Development, Leadership Development, Succession Management, Workforce Planning, Recruiting Design, Diversity Principles and Performance Management Strategy: Strong ability to conceptualize, communicate and recommend new strategies and programs. Presentation Skills: Strong presentation skills, including presenting to senior leadership. Project Management: Excellent project management skills to include budgeting and forecasting. Team Leadership: Creates and fosters an environment that facilitates high performance and motivates individuals to work collaboratively as a team to achieve project/team goals of realizing value for a customer. Inspires individuals on team to contribute their best efforts.

3 Job Code/Job Title: 2093I/Sr. Product Designer, Talent Management Functional Area: HR FLSA Status: E Department: HR Design Center Level: G I. JOB FAMILY SUMMARY This function will lead the planning, design, and development of Enterprise-wide talent management programs in line with overall Learning, Leadership development and performance management philosophy and strategies. II. PRINCIPAL RESPONSIBILITIES 1. Consult with HR and business unit leadership regarding issues in learning, leadership development, employee engagement, recruiting, workforce composition, talent management, acquisitions, etc to resolve unique and complex issues associated with AOL programs and practices 2. Partner with HR Business Advisors and business unit executives, as appropriate, in identifying proposing and selling complex talent management solutions to influence employee behavior to attract and retain talent and improve leader and company performance in a cost-effective manner. 3. Design, develop and evaluate learning solutions against critical identified business needs, newly identified functional skills and professional learning or programs. 4. Design, develop and evaluate Leadership and Succession management programs: cultivation of AOL s leadership pipeline focusing on delivering best-in-class leadership experiences and Talent movement and development through succession management. 5. Develop enterprise-wide workforce planning strategy and proactively interpret and understand recruiting and retention trends, patterns and practices and unique business situations which may arise due to changing internal and external business conditions and labor market influences 6. Partner with the Head of Workforce Analytics to build and understand drivers of workforce plan. 7. Work closely with the AOLU and the Solutions Center to smoothly transition from design to implementation of new or changed programs and ensure program designs are executable. 8. Partner with HRIS and Internal Communications to assure that systems and processes are in place for vendor feeds, annual reporting, and any other communications necessary. 9. Provide expert knowledge to assist in the selection of third parties to provide best-of-breed HR solutions and services. 10. Liaison with Time Warner Corporate People Development function in response to requests as well as participation in, advocating and supporting Time Warner s programs and processes. 11. Participate in industry and HR forums to keep up with external competitive market changes 12. Coach and mentor less experienced team members on tasks that require senior level guidance and support.

4 III. QUALIFICATIONS: KNOWLEDGE, EXPERIENCE, SKILLS Education BA/BS degree in Business, Organizational Development, Industrial and Organizational Psychology, HR or related field required; MA/MS/MBA/Ph.D. degree in Business, Organizational Development, Industrial and Organizational Psychology, HR or related field preferred. Experience 8+ years of progressive Leadership/Learning program development, implementation and management experience required. Depending on business need, demonstrated expertise in one or more of the following disciplines required: leadership development and succession management, performance management, learning design and development, and workforce planning strategy design. Demonstrated experience consulting with senior leaders, HR partners and in managing external out-tasked partners and/or vendors required. Specialized Knowledge Extensive of knowledge of one or more of the following: state of the art learning, leadership, succession management and workforce planning program and policy design and delivery. Has extensive knowledge of and experience in developing talent management strategies for different types of workforce using bestin-class customer relationship management methodologies. Strong knowledge of human capital strategy and metrics, including experience in measurement of program effectiveness and associated return on investment (ROI). Strong knowledge and understanding of key business unit financial and performance drivers. Skills Business/Industry Acumen: Broad ability to select appropriate business theories, concepts, and tools in an effort to evaluate and positively impact an organization s business strategies, structures, operations, financials, and technology. Broad business skills. Change Management: Strong ability to plan and execute a program designed to create a significant, lasting change to the way an organization currently does business. This involves both process change and changing the culture and attitudes of the employees of that organization Communication and Relationship Building: Strong interpersonal and communication skills, particularly in building relationships with business leaders and HR partners. Consulting Skills: Highly skilled at utilizing functional expertise to advise business leaders or HR partners on an appropriate course of action. Able to influence executives/organizations to take action. Measurement: Strong ability to determine the measurements/metrics that need to be captured in order to effectively determine program effectiveness and Return on Investment (ROI). Influence: Applies relevant knowledge and persuasion skills to guide action toward a desired outcome or result; ability to push back Innovation: Ability to contribute breakthrough ideas and approaches to solve business issues; Create and maintain an energetic work environment that encourages creativity in problem identification and resolution. Presentation Skills: Strong presentation skills, including presenting to senior leadership. Project Management: Excellent project management skills to include budgeting and forecasting. Talent Management Functional Competency in one or more of the following: Learning Design/Development, Leadership Development, Succession Management, Workforce Planning, Recruiting Design, Diversity Principles and Performance Management.

5 Job Code/Job Title: 2094I/Product Designer, Talent Management Functional Area: HR FLSA Status: E Department: HR Design Center Level: H I. JOB FAMILY SUMMARY This function will lead the planning, design, and development of Enterprise-wide talent management programs in line with overall Learning, Leadership development and performance management philosophy and strategies. IV. PRINCIPAL RESPONSIBILITIES 1. Consult with HR and senior leaders regarding issues in learning, leadership development, employee engagement, recruiting, workforce composition, talent management, acquisitions, etc to resolve basic issues associated with AOL programs and practices 2. Partner with HR Business Advisors and leaders, as appropriate, in identifying and proposing basic talent management solutions to influence employee behavior to attract and retain talent and improve leader and company performance in a cost-effective manner. 3. Design, develop and evaluate learning solutions against critical identified business needs, newly identified functional skills and professional learning or programs. 4. Design, develop and evaluate Leadership and Succession management programs by designing and delivering best-in-class leadership experiences 5. Assist in the development of enterprise-wide workforce planning strategy and interpret and understand recruiting and retention trends, patterns and practices and unique business situations which may arise due to changing internal and external business conditions and labor market influences 6. Work closely with the AOLU and the Solutions Center to smoothly transition from design to implementation of new or changed programs and ensure program designs are executable. 7. Partner with HRIS and Internal Communications to assure that systems and processes are in place for vendor feeds, annual reporting, and any other communications necessary. 8. Provide expert knowledge to assist in the selection of third parties to provide best-of-breed HR solutions and services. 9. Participate in industry and HR forums to keep up with external competitive market changes. V. QUALIFICATIONS: KNOWLEDGE, EXPERIENCE, SKILLS Education BA/BS degree in Business, Organizational Development, Industrial and Organizational Psychology, HR or related field required. Experience 5+ years of progressive HR and/or Leadership/Learning program development, implementation and management experience required. Depending on business need, demonstrated expertise in one or more of the following disciplines required: leadership development and succession management, performance management, learning design and development, and workforce planning strategy design. Demonstrated experience consulting with senior leaders, HR partners and in managing external out-tasked partners and/or vendors required.

6 Specialized Knowledge Strong knowledge of one or more of the following: state of the art learning, leadership, succession management and workforce planning program and policy design and delivery. Has strong knowledge of and experience in developing talent management strategies for different types of workforce using best-inclass customer relationship management methodologies. Knowledge of human capital strategy and metrics, including experience in measurement of program effectiveness and associated return on investment (ROI). Knowledge and understanding of key business unit financial and performance drivers. Skills Change Management/Consulting Skills: Capable of suggesting and selling new and effective alternatives to current practices. Communication and Relationship Building: Strong interpersonal and communication skills, particularly in building relationships with business leaders and HR partners. Innovation: Ability to contribute breakthrough ideas and approaches to solve business issues; Create and maintain an energetic work environment that encourages creativity in problem identification and resolution. Leadership Development: Broad understanding of leadership as a process and ability to create organizational solutions to develop that process. Learning Design/Development: Ability to create learning programs to develop desired capabilities. Monitoring programs to ensure maximum impact / return on investment. Project Management: Excellent project management skills to manage and prioritize multiple projects at any given time. Presentation Skills: Solid presentation skills, including presenting to senior leadership.

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