Talent & Organizational Development Consultant-Corporate Office (Austin, MN)

Hormel Foods•Austin, MN

3d•$86,575 - $121,200•Onsite

About The Position

TALENT & ORGANIZATIONAL DEVELOPMENT CONSULTANT (CORPORATE OFFICE - AUSTIN, MN) HORMEL FOODS CORPORATION To save time applying, Hormel Foods does not offer sponsorship of job applicants for employment-based visas for this position at this time. ABOUT HORMEL FOODS Hormel Foods Corporation, based in Austin, Minnesota, is a global branded food company with approximately $12 billion in annual revenue across more than 80 countries worldwide. Its brands include Planters®, Skippy ® , SPAM ® , Hormel ® Natural Choice ® , Applegate ® , Wholly ® , Hormel ® Black Label ® , Columbus ® , Jennie-O® and more than 30 other beloved brands. The company is a member of the S&P 500 Index and the S&P 500 Dividend Aristocrats, was named one of the best companies to work for by U.S. News & World Report, one of America’s most responsible companies by Newsweek, recognized by TIME magazine as one of the World’s Best Companies, and has received numerous other awards and accolades for its corporate responsibility and community service efforts. For more information, visit www.hormelfoods.com . POSITION OVERVIEW: As the Talent & Organizational Development Consultant you will play a pivotal role in driving the growth and success of our organization by driving the company’s talent management, leadership development, change management, and organizational development initiatives. This role is critical in shaping a high-performance, inclusive, and engaging workplace that aligns with the company’s strategic goals. This role will ensure our team members have performance goals that align to support business goals, develop talent at all levels, cultivate leadership skills and capability, ensure a culture aligned with our beliefs and values, enhance team member engagement, and drive organizational effectiveness. This position will report directly to the AVP, Talent Strategy & Organizational Effectiveness at the corporate headquarters in Austin, Minnesota.

Requirements

A bachelor’s degree in business, organizational development, psychology, or a related field.
Minimum of 5 years of experience leading and managing talent development/management/leadership development with a significant portion of that experience a corporate setting.
Proven track record of organizational development/effectiveness, talent management , and/or talent development within a large, complex organization.
Experience with psychometric assessments and interpretation preferred (e.g., Hogan, DDI, Korn Ferry, or equivalent)
Experience translating talent and organizational data into executive-level insights and recommendations
Experience in needs assessment and performance gap analysis with strong analytical and problem-solving abilities.
Executive presence and experience in influencing and gaining commitment from senior leadership and other key stakeholders to the actions that will advance their goals.
Skilled change agent with ability to create transformational change, lead change and gain buy-in from others, and knowledgeable change sustainer.
Proven ability to make sound decisions under conditions of uncertainty.
Must be a Citizen or National of the United States, a lawful, permanent resident, or have authorization to work in the United States.
Applicants must not now, or in the future, require sponsorship for an employment visa.

Nice To Haves

Master’s degree in organizational development, Human Resources, Business Administration, or related field preferred.
Other professional certifications such as Certified Competency Specialist, Korn Ferry Leadership Architect Certification, DDI Master Facilitator, 360 assessment certification and Prosci change practitioner certification.

Responsibilities

Talent Management: Design and implementation of talent management systems to ensure alignment with business objectives, including goal setting, performance reviews, performance improvement plans, career conversations/development, talent assessment, succession planning and talent review.
Talent Assessment Center of Excellence (COE): Support the design, implementation, and ongoing evolution of a talent assessment COE to enable enterprise-wide, capability-based talent decisions. Build expertise in psychometric tools and assessment methodologies, including selection, validation, and appropriate use. Interpret individual and aggregate assessment data to generate actionable organizational insights that inform talent strategy. Partner to evaluate and recommend assessment tools aligned with business strategy and capability needs. Ensure data integrity, governance, and ethical use of assessment data. Educate and upskill HR and business leaders on proper interpretation and application of assessment insights.
Change Management & Organizational Insights: Support enterprise change initiatives by developing and leveraging metrics, dashboards, and insights to assess change adoption, saturation, and impact across the organization. Partner with Change Management COE & business leaders to identify risks, monitor progress, and adjust strategies based on data-driven insights. Translate change data into clear, actionable recommendations to improve adoption, reduce fatigue, and enhance overall effectiveness of transformation efforts.
Organizational Effectiveness: Diagnose and improve organizational effectiveness through data-driven analysis of structure, spans and layers, decision rights, and ways of working. Partner with HRBPs and business leaders to identify organizational barriers to performance and implement solutions that enhance clarity, accountability, and speed. Support organizational design efforts aligned to enterprise strategy, including role clarity, capability alignment, and workforce planning. Leverage insights from talent, engagement, and operational data to inform recommendations that improve productivity and business outcomes.
Leadership Development : Design, develop, and implement leadership development programs to develop strong, effective leaders at all organizational levels by conducting enterprise-wide gap assessment, develop/validate and maintain capability/competency models aligned with building Hormel leaders for the future, design and implement comprehensive development curricula using sound instructional design principles and multiple modalities, and establish extensive evaluation frameworks and metrics to determine impact and continuous improvement opportunities.