Senior Director Talent Management, Remote In The U.s.

Are you a passionate Talent Management leader with strong experience supporting multiple business lines? Are you current on the latest talent acquisition and Talent Management trends that result in a highly engaged workforce? If so, we want to hear from you!

For over a century, Wilbur-Ellis has experienced success and growth in marketing and distributing agricultural products and services. Join us and grow your career with a strong and profitable industry leader offering competitive compensation, tremendous growth and development opportunities, and a people-first work environment. Come grow with us!

General Purpose and Scope of Position

The Senior Director of Talent Management is responsible for design, implementation, and execution of our Talent Management strategies to include talent planning, talent acquisition, succession planning, talent pool management, training, employee development, and career management and progression. This leader will partner closely with the Sr. Director of D&I and Communications to ensure our diversity & inclusion programs are aligned to our Talent Management strategy. This role is a key leader in the overall People & Culture strategy to attract, engage, develop, and retain high-performing talent.

Key Skills, Abilities and Requirements

• BA or BS degree in Human Resources or Business Management
• 10+ years of experience in Talent Management, organization development, HR or related field
• 6+ years of experience managing people including manager level talent
• High degree of initiative, accountability and ownership of all aspects of the role
• Proven experience working end-to-end talent solutions
• Demonstrated experience in leading and managing a team of HR professionals
• Excellent interpersonal and communication skills with the ability to influence and build relationships at all levels of the organization
• Strategic thinker with the ability to translate business objectives into talent strategies and initiatives
• Data-driven mindset with experience in HR analytics and reporting
• Exceptional leadership capabilities with a focus on collaboration, innovation, and driving results
• Demonstrated experience working in a fast-paced work environment and delivering results in a cross-functional team setting
• Able to collaborate cross-functionally
• Strong understanding of HR best practices, industry trends, and Talent Management strategies

Responsibilities and Key Deliverables

• Provide thought leadership, consultation, and guidance on Talent Management strategies in partnership with the businesses and People & Culture (P&C) leaders
• Develop a Talent Management Strategy that includes an approach to hiring, building a talent pipeline, developing and mobilizing a critical talent pool
• Manage the Talent Acquisition team and ensure a strategy and processes to attract, develop, retain, and engage a high-quality workforce
• Partner with senior leadership and P&C Business Partners to ensure alignment of recruitment efforts with business goals
• Lead, develop, and execute the overall Talent Management strategy that drives engagement and retention while delivering a clear and scalable approach to supporting leaders across the business
• Monitor relevant metrics and KPIs to proactively diagnose and address key talent trends across the organization
• Design and implement performance management programs, frameworks, and tools to drive a high-performance culture
• Provide guidance to managers on setting performance expectations, conducting performance evaluations, and creating individual development plans
• Develop and execute comprehensive learning and development strategies that enhance employee skills, capabilities, and career growth. Collaborate with subject matter experts to design and deliver impactful training programs focused on core competencies and Wilbur-Ellis values.
• Lead the development and implementation of succession planning processes, ensuring a robust pipeline of internal talent
• Identify high-potential employees and create targeted development plans to accelerate their readiness for key leadership roles
• Build strong relationships with internal stakeholders, including senior leaders, department heads, and managers, to understand their talent needs and align Talent Management strategies accordingly. Serve as a trusted advisor on talent-related matters and provide coaching and support as needed
• Partner with the business and P&C leaders to ensure common approach for coaching and development of high potential employees

Compensation and Benefits:

• In compliance with all states and cities that require transparency of pay, the base compensation for this position ranges from $156,000-$219,000. Note that wages may vary based on location, skills, and experience. This position is eligible for discretionary annual bonus, vacation, holidays, health, dental, vision, mental health, retirement plans, and other benefits. Follow this link for more information regarding Wilbur-Ellis employee benefits, https://bit.ly/3S8aDCj

COMPANY CULTURE

Wilbur-Ellis is a company you can be proud to call your employer

Wilbur-Ellis markets and distributes agricultural products, animal feed and specialty chemicals and food ingredients. A privately held and consistently profitable company, we employ more than 4,000 people throughout North America and Asia-Pacific.

Wilbur-Ellis is for and about people

Wilbur-Ellis has enjoyed over ninety-three years of success and growth, all thanks to our people. Our employees are both leaders and team players who thrive on creativity, entrepreneurial spirit and a dedication to quality work, our customers and each other.

Wilbur-Ellis invests in the industry’s best workforce

Wilbur-Ellis invests heavily in our employees by offering skill development and training, competitive compensation and benefits and a tradition of promoting from within for a broad range of career opportunities. And we foster a supportive, people-first work environment.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)