Talent, Learning & Culture Lead at Danone

ABOUT THE JOB

The  Talent, Learning & Culture Lead is in charge of talent acquisition and development and learning. He/she understands CBU needs/strategic orientations as well as HR market trends, in order to develop effective talent and learning strategies to support his/her clusters’ CBU stakes, leveraging the Group/Region strategy.

ABOUT YOU

Business Strategy:

• Understand and roll out Market Recruitment, Talent and learning strategies.
• Define talent acquisition, on-boarding, learning and development strategy in line with HR Strategic vision/targets, business needs, and local context to:
• Conduct recruitment activities consistent with HR ambitions.
• Translate business strategy into long-term talent need.
• Conduct effective day to day talent management actions.
• Support business transformation with adequate Talent Management
• Define the long-term learning strategy.

Lead Best Practice Innovation:

• Stay abreast of the latest talent and learning developments, best practices and trends to bring leading edge expertise to Danone.
• Conduct benchmark/strategic monitoring.
• Leverage and promote use of digital tools/resources, community management.
• Connect with Danone Academy and Talent Region to leverage leading edge approaches & share local innovations, create and develop learning network.

Boost Culture:

• Lead Culture change.
• Serve as central point of contact for global People Surveys and lead local deployment of results and action plans.
• Continuously monitor progress and deploy change interventions, where required.

Team Leadership

• Lead & inspire a team of talent/learning specialists.
• Create focus, monitor implementation and coach where required.
• Adopt and foster a collaborative mind-set with CBU Teams, use process improvement strategies to increase collaboration effectiveness among different teams.
• Promote diversity in line with Employment Equity Plan and educate others to do so to build high performing and diverse teams.

Learning & Development

• Engage and animate learning community.
• Develop a “learning organization” culture (“thirsty learners & hungry trainers”)
• Learning Strategy - Localize learning map and learning portfolio – ensure consistency of DA branding & structure, Adapt L&D strategy to address cluster business needs, leveraging Danone Academy framework.
• Individual Development & Learning plan - Identify CBU collective learning needs with HRBP/OD and Team Leaders & arbitrate CBU specific needs. Lead the IDP campaign from start to finish.
• Content development & delivery – Design and develop local required learning content levering global resources and external partners.
• Ensure legal requirements are fulfilled in terms of annual submissions, reporting and participation in discretionary funding initiatives.

Talent Acquisition

• Represent Danone brand image and attractiveness, both internally and externally. Localize the employer branding strategy, with General Secretary teams
• Manage Job posting & sourcing of candidates
• Manage teams for pre-select candidates
• Support for candidates selection
• Conduct Talent Reviews
• Prepare and lead Talent Review meetings
• Define action and development plan
• Manage External Talent Pool
• Master Talent market knowledge and local talent competition analysis
• Master sourcing 2.0 strategy and tools
• Build external Talent pools and define animation with the CBU
• Build relationships with external partner (e.g. recruitment agency, training providers) and other Danone HR teams (e.g CBS learning, region Talent)

Talent Development

• Strategies & policies
• Ensure application of Talent group guidelines
• Provide insights on Talent development strategy with regional Talent team
• Contribute to regional managers development programmess
• Performance & Talent Review/Succession Plan
• Animate & consolidate cluster Talent review Managers
• Manage career plans (Managers)- In close relationship with CBU HRBPs, conduct Danoners interviews when development conversations is needed
• Consolidate and manage succession plan (Managers)
• Foster cross-WBU/function mobility inside the clusters
• Send consolidated data on Managers to regional Talent
• Manage talent pool : have a clear vision to anticipate needs & available resources
• Animate/Activate career paths at cluster level
• Collaborate with C&B Teams to support ASR process for managers