Vice President, Global Talent Management

Role Overview

• Define and implement a global talent model linked to enabling the business strategy.
• Drive the design and implementation of programs, practices, and processes to fulfill critical business goals and maximize future business growth.
• Lead the Global Talent management Team to ensure high performance individually and collectively, alignment across the various talent areas of expertise, along with the ongoing development and retention for each team member.
• Oversee the global talent management processes, collaborate closely with HR COEs to ensure the creation of strategies and processes for performance management, talent review and succession planning, and career development, and measurement framework are both effective and impactful.
• Drive the strategy, design and continuous improvement of enterprise-wide executive and leadership development programs, leadership competency framework, leadership assessments, and coaching engagements.
• Lead the change management strategy and plan to build change capacity and capability and support transformational change initiatives.
• Provide organization design process expertise to support reorganization needs.
• Create and deliver results mechanism (metrics, dashboard, reporting, etc.)
• Demonstrate focus on both BAU work/processes and innovative, new work (programs, processes, practices).
• Own the budgeting process within area of responsibility for a global organization.
• Collaborate with finance partners on the creation, execution and management of annual operation plan, annual reports, and forecasting cycles.
• Develop a long-range plan to support the GTM organization’s ability to increase business impact.
• Lead a technology-based process involving multiple organizations and geographies.
• Build business case for a technology and/or new program investments.
• Create a compelling vision for area of responsibility.
• Identify, recruit, onboard, coach and develop strong talent.
• Create and execute on robust succession and development plans for talent within area of responsibility.
• Increase engagement or maintain engagement at superior levels.

Requirements

• 15+ years’ experience in roles responsible for driving transformative innovation in the talent, learning and development, and performance management.
• Bachelor's degree in HR, Organizational Development, Business Administration, or similar field required.
• Advance degree in Human Resources, Organizational Development, Business Administration, or related field preferred.
• Executive presence and gravitas, comfortable building relationships and interacting at all levels of the organization.
• Builds confidence in others by demonstrating their expertise.
• Attention to detail, takes the time to ensure completed work is correct and strives for excellence.
• Balanced between strategic and technical styles, thinking critically about the long-term implications of programs while willing to roll up their sleeves and can speak to details with accuracy.
• Innovative and willing to try new ideas; understands when and where to challenge the status quo.
• Demonstrated experience in the integration of learning, leadership development, change management and talent management programs.
• Experience and proven success integrating talent processes with technology platforms (e.g., Workday)
• Expert knowledge and experience with all types of talent and learning delivery methods (in-person, virtual, simulation, online courses, webinars, e-learning, and gamification).
• Excellent interpersonal, collaboration, facilitation, communication, and consulting skills.
• Strong experience in facilitating senior leadership engagements and leading talent review discussions at an executive level.
• Proven leader with the ability to build and manage people and engage high performing teams.
• Strong business acumen, understands and aligns to the needs of the organization’s business drivers.

Benefits

• For information on Sysco’s Benefits, please visit https://SyscoBenefits.com