Requisition ID 35706
Position Type FT Permanent
Posting Type LI
A career with Kerry Taste & Nutrition offers you an opportunity to shape how people across the globe view food and beverage while providing you opportunities to explore and grow as your interests do. With our commitment to a sustainable future, a career with Kerry is something you can feel good about.
About the Role:
As a key member of the Talent COE (which covers Talent Acquisition, Leadership & Learning, Talent Development and Diversity, Inclusion & Belonging) and the APMEA Regional HR Leadership team, this role will help to shape the vision, strategy and roadmap, to deliver a best-in-class, globally aligned talent & succession approach for both Kerry and APMEA region. This will include design, development and implementation of core processes, practices and solutions that will support our overall goal to be first choice for the best talent.
This is a strategic leadership role with a core responsibility for Talent & Succession activities within the Region, primarily focused around two areas:
1.) Ensuring continuity in leadership and critical capabilities to deliver on business needs through creating a more dynamic and proactive approach to succession management within the Region
2.) Creating capacity to meet ongoing business needs through enhancing the quality and diversity of talent pipelines within the Region, supported by a globally consistent approach to identifying, developing and accelerating talent readiness through more formally established and locally managed talent pools.
This role will also be responsible for ensuring the implementation of any globally agreed strategic Talent Management activities within the Region, including oversight of Diversity, Inclusion and Belonging activities aligned to delivering on our culture and talent goals (as part of Kerrys Beyond the Horizon Sustainability 2030 Strategy) and achieving agreed measures within the Region, as applicable.
In addition, this role will be responsible for ensuring the implementation of strategies to improve attraction, development, engagement & retention of our Early Careers and Graduate populations within the Region, as a core entry level talent pool for our business.
Finally, as a member of the group-wide COE Talent team, this role will also contribute to supporting organisational wide Leadership & Management Development activities, career and competency framework design and development, talent assessment methodologies, leadership coaching and feedback opportunities, as and where applicable.
Key Activities Region: As a member of the Regional HR Leadership team, this role will help to shape the talent and succession agenda locally, partnering with the HRBPs to enable informed and objective people decisions that will promote both individual career and business growth Provide specialist advice in key areas such as high-potential talent identification, assessment, development, succession planning, as well as expertise in the application of core talent processes and use of talent technology solutions Proactively collate and analyse local talent and succession data to understand priority business needs. Diagnose key issues and define systemic and pragmatic solutions such as internal talent mapping exercises, to address critical gaps in overall approach to enable deliver of business strategies. This includes ensuring a better understanding of other metrics such as Talent Retention, Career Transitions in/out of the Region, Diversity metrics, etc. Conduct research on talent and succession best practices to support continuous improvement and ensuring local approach remains relevant and up to date Provide guidance to enable HRBPs to be able to lead the annual Talent and Succession Review process, ensuring a globally consistent approach and better outcomes year on year Coach and support HRBPs and people leaders to better identify talent in the business, including strategies to differentiate talent development needs and provide guidance on development planning, resources and activities (to develop both technical and leadership competencies) for career success Establish and manage key local talent pools aligned with global strategy, designing and developing developmental solutions, where applicable, that will build the critical capabilities and accelerate talent readiness to support succession planning needs of the business Lead on any additional regionally specific projects as part of HRLT, as and where agreed
Key Activities Enterprise: As a member of the group-wide Talent COE, this role will support the development of a more integrated talent strategy for the Region, which connects our overall approach to attracting, developing and retaining key business and leadership talent, partnering with other Regional COE leads and HRBPs As a key conduit into the Region, you will also oversee locally delivered, globally led leadership, management and functional capability development initiatives to ensure delivery of against agreed outcomes and support evaluation of overall ROI for the Talent COE Support other group-wide or HR led organisation programmes and projects, as and when required
Qualifications & Skills: Minimum 8 years of progressive responsibility and demonstrable success in Talent Management related activities, ideally with experience of working as part of a globally managed team, within a fast-paced, highly matrixed, multi-functional environment. This will have included working with and through HR Business Partners, Senior Leaders and other key stakeholders in the business. Degree qualified, preferably in Business, Psychology, Human Resources, Organisational Development or a related talent field with further learning and personal development ideally at post-graduate level Preferably accredited in relevant talent assessment, 360 profiling and psychometric tools Significant experience in successfully developing, driving and managing measurable results across Talent and Succession strategies and programmes Ideally, experience of working in partnership with a Global Business Services (GBS) / Shared Services environment to leverage data analytics, technology, diagnostic tools, platforms and processes that will enable core Talent related activities. Also, seeing the GBS as part of a connected team to deliver administrative and specialist talent management activities directly to HR Business Partners and business leaders. A self-starter who takes the initiative to shape plans and align resources to execute and deliver results at pace. Experience of taking on complex challenges, seeking out the right organisational context and proactively leveraging the business as well as the existing talent and organisational infrastructure, plans & processes to formulate the right talent solutions and frameworks for Kerry. A trusted advisor to HRBPs, highly resilient, resourceful and collaborative who can drive partnership, alignment and communication across functional, business and geographic lines where necessary, as well as working at more senior levels to impact and influence decisions and deliver effective actions Analytical mindset, intellectually curious, detail-oriented when required and comfortable with systems, data and governing to standardised and consistent processes Strong communication and project management skills - ability to ask the right questions, contribute ideas, challenge and promote diversity of thinking, clarify critical issues, ensure discipline delivery and execution on core activities to meet stakeholder expectations Strong business acumen - understands the commercial environment the business is operating within and applies this to the role to ensure business-focused talent solutions