Talent Management Partner

Bake n Joy Foods Inc•North Andover, MA

3d•$105,000 - $135,000•Onsite

About The Position

The People & Culture (P&C) Talent Management Partner will collaborate with P&C Generalists and business leaders across Bake’n Joy to ensure the company has the right people, skills, and talent plans to achieve its organizational priorities and objectives. The role combines, but is not limited to, performance management, succession management, high-potential identification, learning & development, and job architecture. This position plays an important role in supporting the execution of our People Strategy by developing, monitoring, and implementing programs within our annual people framework in collaboration with the Vice President of People & Culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
7+ years of progressive Human Resources experience, including 5+ years in a dedicated talent management, organizational development, or enterprise learning & development role.
Demonstrated experience analyzing, designing, developing, and implementing company-wide job architecture frameworks, including job families, job leveling, job titles, job descriptions, job evaluation and classification, job grades, competency frameworks, and career pathways, ensuring alignment with organizational needs, internal equity, and talent development objectives.
Strong understanding of adult learning theory, instructional design (e-learning and in-person), and proven large group facilitation skills.
Proven success in designing and implementing company-wide talent programs (succession talent review, listening surveys) in a multi-site manufacturing environment with a multi-generational workforce.

Nice To Haves

Bilingual proficiency in Spanish.
Experience with ADP Workforce Now (WFN) is highly preferred.

Responsibilities

Drive the development and evolution of company-wide Job Architecture, including, but not limited to, job families, leveling, career pathing, and promotion process to support a growing workforce.
Responsible for the end-to-end execution and continuous improvement of the performance management process, ensuring alignment to business goals and a high-performance culture; partner with leaders to drive consistency, calibration rigor, accountability, and meaningful development conversations.
Facilitate succession planning processes for critical roles, ensuring a robust leadership pipeline, including successor readiness development; develop succession readiness metrics and regularly report pipeline strength and risk areas.
Execute the annual Talent Review program; partner with business leaders to identify high-potential associates; create development journeys for high-potential talent, integrating stretch assignments, training, mentorship, and visibility opportunities.
Design and facilitate development programs that strengthen manager effectiveness across all levels (emerging leaders, mid-level, and senior executives).
Own the end-to-end process and execution of annual and pulse associate engagement surveys, including vendor management, communication planning, launch, and participation tracking; analyze survey results to identify key themes and root causes, and facilitate post-survey readouts and action planning sessions.
Maintain talent dashboards and analytics to measure effectiveness of performance, succession, and engagement programs; provide data-driven insights to senior leadership and benchmark against industry standards to inform continuous improvement.