Associate Manager Talent Management, Scent

IFF•Hazlet, NJ

3d•Hybrid

About The Position

This role sits within the Global Talent & Organizational Effectiveness team and partners closely with HR Business Partners, Centers of Excellence, Regional HR teams, and Business Unit leaders to advance the talent strategy for the Scent Business Unit and the global HR function. The Associate Manager, Talent Management Scent role can be based in Hazlet, NJ, Punto Polanco, Mexico or Tlalnepantla, Mexico in a hybrid setting with 2 days in the office. Be part of a strategic, collaborative, growth‑oriented team where together we can achieve excellence and make a meaningful impact. Your potential is our inspiration!

Requirements

Bachelor’s degree required
6–10+ years of experience in Talent Management, HR Business Partnering, Learning & Development, Organizational Effectiveness, or related areas.
Proven experience facilitating talent reviews, succession planning, and performance enablement processes.
Strong analytical fluency with the ability to interpret people data and translate insights into actions.
Excellent stakeholder management skills with the ability to influence senior leaders and partner across regions and COEs.
Demonstrated program management skills with attention to detail, timely execution, and quality standards.
A learning mindset with strong judgment, adaptability, and the ability to navigate ambiguity effectively.
Ability to create clear narratives, frameworks, and toolkits to support HR adoption and leader engagement.

Nice To Haves

Master’s in HR, I/O Psychology, OD, or MBA preferred.
Experience using systems such as Workday, Power BI, or Tableau.
Exposure to competency models, assessments, or methodologies (e.g., Korn Ferry).
Professional certifications such as SHRM‑SCP, SPHR, ACC/PCC coaching, or Prosci change certification.

Responsibilities

Support the execution of the Business Unit and HR talent strategies, ensuring alignment to enterprise practices while tailoring solutions to regional and BU needs.
Translate BU Talent Strategy into actionable roadmaps, milestones, and measurable outcomes for HR partners and leaders.
Drive annual talent processes, including assessments, talent reviews, and succession planning.
Build and maintain succession pipelines for critical roles, monitoring readiness, movement, and risk.
Enable high‑quality performance practices, including goal setting, feedback, calibration, and leader coaching.
Support employee engagement action planning across the BU and Regional HR teams.
Translate capability needs into targeted development plans; support promotion of enterprise learning programs.
Manage job architecture frameworks, competencies, levels, and development resources aligned to BU needs.
Use people analytics to identify trends, talent risks, and opportunities; build dashboards and insights for leaders.
Support organization design, team effectiveness efforts, and change management initiatives.