Director, Talent & Executive Development

The J.M. Smucker Co.•Orrville, OH

2d•Hybrid

About The Position

Lead a team that executes enterprise programs and strategies across talent development, including succession planning, leadership development, learning and development, performance management, executive recruiting and development, and workplace inclusion. This role partners closely with senior leadership, business stakeholders and the HR organization – including most regularly Organization Business Partners (OBPs) – to ensure our Company develops, engages, and retains exceptional talent while fostering an inclusive, high-performing culture aligned with business priorities. Develop and execute an enterprise-wide talent strategy (including methodology, tools, etc.) and taking the lead on Officer-level hiring and development (in partnership with third-party executive search and development firms). Serve as a key advisor to leadership, in close partnership with our OBPs, driving Company-wide talent initiatives that strengthen leadership capability, accelerate organizational performance, and ensure a robust pipeline of future talent across the organization.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or a related field
12+ years of progressive experience in Talent Management, Leadership Development, Organizational Development, Learning & Development, or related disciplines
5+ years of leadership experience managing enterprise talent or organizational development functions
Demonstrated success developing and executing enterprise-wide talent strategies and cadence of annual talent practices (e.g., talent reviews, succession planning, etc.) within a large, complex organization
Demonstrated success designing and implementing leadership development and high-potential talent programs and implementing through others (e.g., OBPs)
Strong track record of influencing senior stakeholders and driving enterprise-wide adoption of talent strategies
Experience leading executive recruiting for senior leadership roles and/or partnering with executive search and development firms
Experience utilizing talent analytics, workforce data, and HR technology platforms to drive decisions and measure outcomes
Strong business acumen with the ability to align talent strategies to organizational objectives; balanced strategist and practical, results-oriented executor
Strong working knowledge of best-in-class talent methodologies and tools with a stronger bias for action, practicality, and the realities of the business; unique ability to lead past the academically right answer, with demonstrated success in implementing practical solutions that “take the first step” and meet the business where they are, progressively building toward more mature talent systems over time
Ability to think enterprise-wide and balance short-term functional “wants” with long-term enterprise talent needs; proven examples of efficient and effective implementation across the total Company
Ability to build credibility and effectively influence outcomes through others (e.g. OBPs), without requiring more senior leaders to intervene to achieve balanced decisions
Strong executive presence with exceptional relationship-building and collaboration skills
Knowledge of contemporary learning and development practices, adult learning principles, leadership capability-building approaches, workplace inclusion, and employee engagement
Expert communication, facilitation, and presentation abilities with proven ability to “rise above the noise” and synthesize disparate ideas and opinions into a succinct summary of action items that progressively advance the work
Ability to translate complex organization-level people data into compelling business insights and influence decisions
High level of subjective judgment, professional maturity, and emotional intelligence; ability to converge across varying viewpoints, devoid of self-interest, and independently decide on the next logical course of action, appropriately balancing when there’s a need to solicit additional input and when it’s time to make a decision and keep moving
Strong organization savvy; keen ability to confidently navigate ambiguity, competing priorities, and organizational complexity

Nice To Haves

Master's degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, Leadership Studies, or a related discipline
Certifications in talent management, executive coaching, leadership development, succession planning, organizational effectiveness, or learning and development

Responsibilities

Develop and execute enterprise talent strategies aligned with business objectives and workforce priorities; translate strategy into practical action plans and supporting materials, in close collaboration with partners across HR and the business
Partner with senior leaders and Organization Business Partners to strengthen leadership capability, succession readiness, and deepen our talent bench across all functions
Lead the design and implementation of enterprise talent programs and the supporting methodology and tools that strengthen organizational effectiveness and leadership capability; this includes regular talent reviews, the identification of high growth talent and corresponding development plans, succession planning, functional talent rotation programs, etc.
In partnership with OBPs, drive consistent talent practices across the enterprise while balancing business-specific needs.
Monitor external trends and implement innovative talent solutions; balance short-term objectives with long-term needs
Design and oversee enterprise leadership development strategies for leaders at all levels of the organization
In collaboration with OBPs, engage with senior leaders to identify critical capability gaps and implement targeted development solutions; serve as a “bold thinker” and thought partner to the business and HR
Oversee executive coaching, mentoring, and leadership effectiveness initiatives
Measure leadership development outcomes and continuously improve program effectiveness
Develop enterprise succession planning strategies and processes that Organization Business Partners will leverage to ensure employee readiness for key leadership and critical business roles
Develop talent assessment tools and processes that Organization Business Partners can use to facilitate talent review discussions with leadership teams
Develop methodologies for assessing potential, performance, readiness, and leadership capability
Ensure talent and succession practices support long-term business continuity and organizational growth
Establish the strategic direction for enterprise learning, development, and capability-building programs
Oversee leadership, professional, functional, and enterprise learning initiatives across the organization
In collaboration with Organization Business Partners, engage business leaders to identify workforce capability requirements and development priorities
Drive adoption of modern learning strategies, technologies, and digital learning solutions
Evaluate learning effectiveness through business outcomes, employee feedback, and workforce capability metrics
Guide workplace inclusion strategies that support a culture where all employees can contribute, grow, and succeed through oversight of our Thriving Together framework and Company ERGs
Ensure talent processes, development programs, and succession decisions incorporate inclusive and equitable practices
Champion initiatives that foster employee engagement, belonging, and leadership accountability
Leverage workforce and talent data to measure progress and identify opportunities for improvement
Lead executive search and recruiting strategies for Officer-level and critical senior leadership roles, as necessary
Partner with executives and external search firms to identify, secure and develop top talent
Establish effective executive assessment, selection, and pipeline management processes
Lead and develop a team of three learning and development professionals
Foster a culture of collaboration, innovation, accountability, and continuous improvement
Build organizational capability within the Talent Center of Excellence and across the broader HR function
Act as an ambassador and role model for the Company's culture, values, and leadership principles across the organization