The Senior Manager, Talent Management will play a significant role in leading, building, and managing a broad range of Talent Management programs and initiatives. This involves working effectively across a combination of disciplines such as Performance Management & Succession, Talent Acquisition, Change Management, Employee Engagement, Career Pathing, Talent Selection, and Organizational Effectiveness. Working closely with the Vice President, Talent Management, this role will actively build trust-based partnerships with key business leaders across the organization, to gain the influence and alignment required to define and deliver effective solutions. Working within highly complex and ambiguous situations, the Senior Manager, Talent Management will lead, develop, deliver, and manage the programs, processes, and tools needed to build talent, maximize engagement, and take the overall effectiveness of the organization to the next level. The successful candidate will possess organizational savvy, seasoned judgment, strategic thinking skills, teamwork, and the project/program management skills and professional persistence needed to drive meaningful business impact through a combination of talent management solutions across all levels of Dean Foods.
Essential Duties and Responsibilities:
Apply in-depth expertise and/or breadth of expertise within Talent Management to deliver the talent solutions needed to drive business success. This may include but is not limited to Talent Acquisition, Performance Management, Succession Planning, Employee Engagement, Change Management, Organizational Effectiveness, and/or other areas of Talent Management.
Apply practical business knowledge to build solutions from scratch and/or revise/refresh existing programs and systems to maximize the efficiency and effectiveness of integrated Talent Management/Acquisition systems.
Proactively build strong stakeholder relationships, managing communication and project deliverables, schedules, plans, tasks, and assignments to deliver well-executed Talent Management/Acquisition solutions that exceed internal customer expectations.
Collaborate and communicate with HR Business Partners and other stakeholders to understand their challenges and needs to inform program development, communication, and the approaches needed to maximize adoption of solutions.
Act as both a subject matter expert and a generalist, to provide program management, and support as needed to exceed internal customer expectations.
Promote usage of common Talent practices and systems across the company, including geographically dispersed manufacturing, transportation, sales, and logistics facilities.
Model change leadership for others, proactively managing stakeholders, communication plans, and leading/driving the change management process required for long-term program success.
Create/improve methods for measuring the effectiveness and business results of programs, solutions, and tools.
Select, manage, and maintain effective business partnerships with external consultants and vendors, negotiating and managing contractual agreements to ensure implementation and delivery of quality and cost-effective solutions. Hold external consultants and vendors fully accountable for high delivery standards, while managing associated budgets under plan.
Proactively influence key business leaders to gain their sponsorship, funding, and support. Build strong alignment across business functions, levels, and regions to enable achievement of collective business outcomes.
Conduct external benchmarks to build and maintain knowledge of talent practices.
Contribute to the development of the Talent Management/Acquisition strategy.
Anticipate business challenges and/or regulatory issues and recommend Talent Management/Acquisition process or service improvements.
Overcome obstacles, work through resistance, and influence key stakeholders to enable delivery of Talent Management/Acquisition services and solutions that favorably impact the business and move it forward.
Minimum Qualifications and Requirements
Bachelor’s degree in Business, Industrial/Organizational Psychology, Human Resource Management, Organizational Development, or related discipline.
A minimum of 8 years of related experience, including in-depth expertise within and/or breadth of expertise across Talent Management, Talent Acquisition, Organizational Development, Human Resources, or related discipline. Previous experience as an HR Business partner or in a business role (ex: Sales, Operations, Logistics, etc.) is a very strong plus.
Proven ability to roll out and manage talent solutions on a national scale.
Experience developing and implementing communications programs in large organizations across diverse leadership groups and employee populations.
Exceptional project management skills, from concept, to planning, to implementation, to results measurement.
Demonstrated ability to effectively manage a broad combination of projects/initiatives to meet deadlines.
Strong team player with excellent communication and interpersonal skills who can quickly build trust-based relationships and collaborate effectively across multiple functions and disciplines.
Demonstrated customer service orientation (anticipating client needs, effectively managing internal client needs and expectations).
Experience with process improvement / design to optimize impact, while reducing cost and complexity.
Manufacturing, CPG, and/or Food industry experience a strong plus.
Superior professionalism, discretion, and judgment, maintaining the highest levels of confidentiality.
Experience delivering practical solutions that are simple/elegant and realistic.
Ability to solve unique problems, and operate independently with broad latitude in a complex environment.