Director, Talent Managment

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Overview:

The Director of Talent Management will have the ability to lead and influence attracting, developing and engaging employees at Baldor through the strategies that are created and executed across the organization. This role manages and coordinates organization-wide efforts to ensure that organization design, performance management (PM), career and succession planning in support current and future growth of Baldor. In addition, this role will drive engagement strategies internally and externally to support diversity, equity, and inclusion initiatives. For external community affairs, this role will build and maintain relationships with a variety of community-based organizations, schools, social services agencies, and district offices of elected officials. Engaging with a variety of internal and external stakeholders this role will plan and execute philanthropic activities and events supporting the employee population, local community, as well as charitable causes. This role will have a keen focus on improving leaders’ knowledge and skills in org design, people management development, and positive engagement for employees.

Supervisory Responsibilities:

• Manages a Learning & Development Manager
• Manages an Employee Engagement Specialist.

Responsibilities:

• Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.
• Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning). Oversee L&D Manager to embed and execute programs across a diverse range of employee population in multiple locations.
• Participate in organizational strategic planning and provide leadership for Performance Management policy development.
• Research and assist in the development of Performance Management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
• Partner with Talent Acquisition team to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.
• Develop, initiate, and maintain effective programs for workforce retention, promotion and succession planning.
• Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation instruments.
• Lead Engagement Specialists and create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of the company's diversity and inclusion strategic plan. This includes internal engagement strategies as well as community focus groups. Act as a role model to the external organizations we identify for partnership and engage key resources to support local community activities.
• Ensure that organization-wide talent management and PM initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
• Work closely with the HRIS manager to collect and coordinate aggregate data for talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels.
• Partner with Talent Acquisition and HRBP Community to implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.

Requirements:

• Superior verbal and written communication skills.
• Proficient with Microsoft Office Suite or related software.
• Excellent interpersonal, counseling, and negotiation skills.
• Strong presentation skills.
• Excellent leadership skills.
• Strong analytical and critical thinking skills.
• Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations.
• Ability to design and implement full-cycle performance management programs.

Education and Experience:

• 10+ years of broad HR experience including talent management and performance management.
• Bachelor's degree in human resources or related field.
• SHRM-CP or SHRM-SCP.
• Experience designing, developing and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management.
• Previous experience in capturing metrics and producing various employment reports.
• Experience in overseeing recruiting functions and knowledge in all areas of recruiting.
• Experience in working with applicant tracking systems and affirmative action plan requirements.
• Current SHRM-CP or SHRM-SCP certification or ability to obtain certification within one year of employment.

Technology Skills:

• Calendar and scheduling software – Microsoft Outlook, Kronos
• Microsoft Excel: Expert in analytics, data management, pivot tables, formulas
• Electronic mail software - Microsoft Exchange; Microsoft Outlook
• Office suite software – Teams, Microsoft Office, PowerPoint, Word, Google Suite, Microsoft List, Microsoft Planner
• Video conferencing software – Microsoft Teams

Work Environment:

• Sedentary work under a hybrid schedule – 3 days a week in office.
• Ability to work extended hours as needed.
• Ability to work weekends and holidays as needed.

BALDOR HISTORY:

When Louis Balducci rented a pushcart for $5.00 a week in 1918, little did he know that he was laying the foundations for Baldor Specialty Foods. In 1946, Louis opened a fruit stand called Balducci’s Produce in Greenwich Village that flourished into a beloved specialty food shop. Food writer James Beard was a regular customer and noted that Balducci’s always sold “the best of the best, at the right price.”

A family business from the start, the company employed numerous family members including son-in-law, Kevin Murphy. Murphy ran Balducci’s wholesale division, Baldor, so passionately that the Balducci family encouraged him to establish the business as an independent entity in 1991. Over the next decade, Baldor sustained continuous growth while maintaining the standard of excellence that made Balducci’s a success. The company cemented its reputation for sourcing expertise after introducing blanched frisee to the American market. Murphy named it “Circus Frisee” after famed restaurant Le Cirque.

Today, Baldor is the leading importer and distributor of fresh produce and specialty foods in the Northeast and Mid-Atlantic regions. The company is headed by Kevin’s son, T.J. Murphy, C.E.O. Under his leadership, Baldor remains committed to customer service, quality and innovation.

Baldor Specialty Foods has a long legacy of quality, consistency and service. Under the leadership of the former Owner and Chief Executive Officer, Kevin Murphy, President Mike Muzyk joined Baldor in 1996 and today works closely with Kevin’s son, TJ Murphy, who has been the Owner and Chief Executive Office since 2013. Under the leadership and partnership of TJ and Mike, in the last seven years, Baldor has achieved consistent double-digit growth in addition to geographic, category, product and channel expansion.

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