Talent Strategy Specialist

Baldwin Richardson Foods•Macedon, NY

About The Position

The Talent Strategy Specialist supports the planning, design, and execution of core talent processes across the organization—including headcount management, talent planning, role design, organization design, and talent strategy activities across the enterprise and plants. This role partners closely with mid‑level leaders and HR Business Partners to provide guidance, tools, and training, ensuring consistent, equitable, and scalable practices. The Specialist will support internal process rigor, headcount management data availability, analyze workforce data, facilitate talent planning routines, and help embed frameworks that strengthen capability, succession readiness, and organizational effectiveness.

Requirements

Bachelor’s degree in HR, Industrial/Organizational Psychology, Business, or related field (or equivalent experience).
Three years in Talent Management, Talent Acquisition internal to an organization (not 3rd party) HRBP, Organizational Effectiveness, or related HR specialty.
Strong facilitation and communication skills with mid‑level leaders and professionals; ability to influence without direct authority.
Proficiency in Excel and PowerPoint and presentation tools; comfort with HR systems/workforce analytics.
Ability to read, write and interpret documents in English such as safety rules, operating and maintenance instructions and procedure manuals.
Hands-on experience supporting talent planning, role design/job architecture, and org design basics.
Experience utilizing a robust HCM to manage organization and talent data.
Intermediate capabilities in data analytic tools such as Power BI
Experience supporting organization design projects (spans & layers, decision rights, team structure).
Familiarity with competency frameworks, capability models, and career architecture.
Exposure to change management and enablement (toolkits, training, communications).
Professional certifications (e.g., SHRM‑CP/SC, HRCI, Prosci, or I/O‑related credentials).

Responsibilities

Support internal processes for talent management actions (backfill, incremental, promotion) and robust headcount management (volume and cost) analytics.
Support data integrity for analytic tools such as Power BI.
Ensure compliance with internal policies and applicable regulations, supporting equity and consistency in talent practices Use workforce and organizational data to provide insights (e.g., succession risk, internal mobility, spans/layers, time‑to‑fill, capability gaps).
Maintain accurate documentation for audits and leadership reviews.
Contribute to the maintenance of role architecture and competencies, ensuring enterprise consistency in role scope and evaluation criteria.
Support development of competency framework for organization and application in HCM.
Utilizing enterprise infrastructure, support leaders to design and refine roles, leveling, capabilities, and job profiles aligned to business strategy and career pathways.
Provide guidance on organization design impacts of role changes (e.g., spans & layers, team structure, interfaces).
Support org design engagements for mid-level and Operations orgs (diagnostics, current-state mapping, future-state options, decision rights, RACI, change impacts).
Analyze team structures, workflows, and talent implications; recommend data-informed improvements to drive efficiency and outcomes.
Partner with leaders and HRBP on change plans to enable successful implementation (communications, training, manager toolkits).
Support building and maintaining of talent inventories and readiness pipelines; track actions and follow‑up to close gaps (e.g., development plans, targeted moves).
Support talent planning cycles (e.g., succession, bench strength, critical roles, high‑potential identification) and subsequent actions.
Support leader calibration sessions to ensure consistent application of talent criteria and reduce bias across functions.
Assist in the development and deployment of talent strategy frameworks, tools, and standards (e.g., capability models, career frameworks).
Deliver and guide on enterprise enablement tools (playbooks, templates, facilitation guides) to drive consistency of process across teams and sites.
Monitor adoption and effectiveness; gather feedback and iterate to improve employee experience and outcomes.
Serve as a trusted advisor to mid‑level leaders and site HRBPs, offering practical guidance on role clarity, talent decisions, and org changes.
Ensure connectivity between HR Business Partners, Talent Acquisition and Learning & Development for integrated solutions.
Support workshops for managers on talent planning, role design, and org design basics. Support manager transition to talent tools in HCM.