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Director, Talent Management
Campbell Soup Company
Camden, NJ, United States
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Imagine
...working for a company that knows that its people are the key to its success in the marketplace. A company in which achieving extraordinary results and having a stimulating work experience are part of the same process.
We cultivate and embrace a diverse employee population. We recognize that people with diverse backgrounds, experiences and perspectives fuel our growth and enrich our global culture.
We are looking for an individual who enjoys working in a fast-paced, team oriented environment, likes to be challenged, and values the opportunity to make a difference.
With the declaration of our Company Purpose and Growth Agenda, a culture transformation is in the works! Driving a purpose driven, high performing culture and cultivating our talent and capabilities is critical to achieving our future goals.
The Director, Talent Management will lead and work with the top executives of the company in shaping culture based talent programs focused on attracting and retaining key talent.
Key Areas of Ownership:
Building a Talent Analytics Engine
• Building a data driven, analytical talent management engine to better understand our workforce trends and predictors related to attraction, performance, retention.
• Proactively use data to make fact based decisions and shape our attraction and retention strategies.
• Using data based insights to develop the appropriate talent management programs to shape better talent outcomes.
Enhancing the Employee Experience
• Developing onboarding, integration, performance, and development culture based talent management programs that enable faster adoption of our purpose and growth based culture goals to drive better talent outcomes.
• Leverage insights from the engagement tools to foster changes and/or change management needs related to our talent management processes or programs.
Proactive Workforce Planning
• Oversight of the succession and development planning processes and programs.
• Leveraging insights from the outcomes of our succession and talent planning processes to develop build and buy strategies.
• Building a robust workforce planning process to link with company strategy, focus on new and critical capability development, and proactively plan for anticipated changes in our workforce in next 2-3 years.
Targeted Executive Development
• Differentiated focus on executive development (critical roles, critical talent) to help plan for the accelerated development of our most senior talent, with a differentiated investment in our diverse talent.
• Executive assessment and coaching depth to help provide a more rigorous process for our selection and placement of internal talent.
Requirements:
• A minimum of 12 to 15 years of relevant progressive HR experience. Extensive experience in leading within a talent center of excellence deriving business value is critical
• Advanced to Subject Expert Matter-level knowledge in the areas of Talent Management Programs, Analytics, Workforce Planning, Executive Development and Coaching, and Organizational Development
• Experience delivering results in a global organization with diverse business units, markets and people
• Understands how to embed Diversity and Inclusion objectives into talent practices
• Experience partnering and consulting with Senior Executive teams and HR Leadership teams to problem solve and identify leadership, talent and capability gaps and subsequently design and implement organizational capability, leadership and talent development strategies and plans
• Proven leadership abilities and a track record of directing multidisciplinary teams, leading and getting work done through others across organizational boundaries
• Outside in orientation – well versed SME, brings in thought leadership to provoke thinking
• Commercial acumen and strategic execution
• Strategic vendor management
• Excellent leadership skills, ability to influence and communicate with various levels within the organization and to thrive within a challenging, ambiguous and fast-paced environment
• A minimum of 5 years of leading teams and individuals to high performance
Key Attributes for Success:
• Purpose drive culture orientation
• Exhibits a high-level of influencing, diplomacy, negotiating, and consulting skills
• Excellent strategic thinking, planning, change management and project management skills
• Strong leadership, collaboration and partnership skills with multiple stakeholders at various levels is critical.
• Ability to lead enterprise-wide projects; like culture change initiatives
• Excellent communication, presentation, organization, and interpersonal skills
• Systemic Thinker: Ability to identify issues, analyze situations and provide effective solutions.
• Outside-in, external orientation
• Provides thought leadership and strategic direction while mentoring and developing team members.
• Work efficiently in fast-paced environment
• A passion for continuous improvement and best practice results; considered a champion of innovative and practical business solutions
• Resilient leader, ability to find balance
The Company is committed to providing equal opportunity for employees and applicants in all aspects of the employment relationship, without regard to race, color, sex, sexual orientation, gender identity, national origin, citizenship, marital status, veteran status, disability, age, religion or any other classification protected by law.
In that regard, U.S. applicants and employees are protected from discrimination based on certain categories protected by Federal law.