Sr. People Lead, R&D

Mondelez International, Inc.•East Hanover, NJ

34d•Hybrid

About The Position

As the Senior Manager & People Lead, Human Resources, you will define end-to-end People strategy for our R&D team, specifically NA R&D and Global Quality. You will own the execution of this strategy, in partnership with the Sr Director, R&D People Lead and SVP, Global People Lead. You will be a trusted partner to our R&D business leaders across the organization and support our HR business strategies and HR operating plans to drive business performance. Hybrid: 3 days a week in East Hanover, NJ Office

Requirements

Strong business acumen and leadership in HR. Can partner and influence on strategic priorities, with an active curiosity, insight orientation and external perspective about people and business performance
Ability to build HR operating plans, people/capability roadmaps to enable people and business growth
Broad generalist HR skills across a range of populations with increasing responsibility ideally within FMCG/CPG
Ability to develop strong partnerships and coach senior function leaders
Ability to create and lead change strategy and complex transformation
Ability to engage, inspire, and influence people
Strong action orientation and drive for results
Comfort managing multiple priorities at a given time
Future focused, thinking ahead and anticipating opportunities, leverage an outside in perspective through understanding of market trends
Bachelor's Degree required in Business Administration, Human Resources or related field
10 or more years of HR experience, including at least 5 years of business partnering and working with leadership teams
Must have experience with driving a winning growth culture, leading change management, supporting organizational design, and building talent strategies for transformation
Strong facilitation and presentation skills, with the ability to relate to people in all parts of the organization at varying levels
Strong influencing skills
Excellent communication skills (written & oral)
Ability to develop strong partnerships with senior leaders
Future-focused, thinking ahead and anticipating risks and opportunities

Nice To Haves

Experience supporting global, corporate functions is ideal
Previous Consumer Packed Goods (CPG) experience in Research & Development is strongly preferred

Responsibilities

People Strategy: Partner on organization design and implementation of people plans, function transformation agendas, accelerating core capability development in line with strategic plans, while enabling a growth culture that translates into employee engagement. Support business transformation initiatives from a people change perspective.
Talent: Support the development and execution of a talent strategy, encompassing early career, experienced hire, and internal talent pipelines. Drive employee education/awareness on career paths within the team and equip managers and colleagues to have powerful development conversations all year around. Lead and advise on talent management practices related to workforce planning, talent acquisition strategy planning, leadership development, employee development, career and succession planning and talent mobility. Partner with leaders and the Talent Acquisition COE to attract high-caliber talent and onboarding into the business.
Capability: Partner with members of the Leadership teams and internal capability teams to support the execution of our functional and leadership capability development agenda.
Culture: Co-own culture with the business leaders. Partner on change initiatives and leads assigned projects in support of mid to short term business priorities. Leverage people analytics to drive Insights to Action, with a focus on driving retention and engagement. Coach leaders to drive actions against engagement survey results and foster a culture of inclusivity. Actively own and drive a robust communications strategy to support the engagement agenda, leveraging key forums like Town Halls, Bi-monthly Newsletters, Development Weeks, etc.
People Processes: Partner with leaders to execute our 5 key people processes in the year: Objective-Setting, Strategic Talent Calibration Reviews, Mid-Year Review, Year-End Reviews, and Compensation Planning. Support work on overhead management, in partnership with business leaders.