US Foods Manager, TAP Succession in Rosemont, Illinois
The Manager, TAP & Succession leads the development and execution of the US Foods Talent Assessment Process (TAP) and Succession Planning. The role is responsible for developing and delivering resources for employees, managers, and HR Business Partners. Key focus areas for this role include the Talent Assessment and Succession Planning process, along with executive onboarding and development planning, for leadership positions.
ESSENTIAL DUTIES AND RESPONSIBILITIES(Each item should account for 10% or more)
Talent Assessment and Succession Planning
·Lead & support the design, delivery, and implementation of the Talent Assessment Process, Succession Planning and Talent Exchanges, as well as other tbd talent mechanisms to develop a robust talent pipeline; create and maintain detailed process documentation for all processes and enhancements
·Provide strong partnership to HRBP s and Business Segment Leaders in the development and implementation of strategies to enhance the quality, quantity, and diversity of the respective leadership pipeline.
·Partner with HR Operations team to develop supporting HRIS forms and processes to enable the talent assessment process, succession planning and talent exchange exercises.
·Partner with HR Operations and Learning and Development team to create and launch training content related to the performance management process
·Drives communication materials, timelines and process steps to continuously improve, effectively deploy and increase impact of talent assessment and succession processes.
Executive Onboarding and Development Planning
·Design, develop, implement and manage new leader on-boarding and executive development planning.
·Partner with the Leadership Assessment team in the development and delivery of assessment tools for leaders
·Leverage data & analytics to drive decisions and evaluate the effectiveness of USF’s talent assessment and succession process.
·Actively participate in professional talent management organizations and stays abreast of emerging trends and best practices to drive employee performance and support career planning.
·Share best practices with colleagues to discuss success stories and focus on continuous improvement and learning across the talent management internal community of practice.
EOE Race/Color/Religion/Sex/National Origin/Protected Veteran/Disability Status
Education/Training: Bachelor’s degree required, Master’s or PhD degree preferred in HR, OE, Industrial/Organizational psychology or related field.
·Must possess a minimum of 5 years of experience in talent management, succession planning, or leadership strategy.
·Experience developing, implementing and managing processes used to assess and develop leaders.
·Experience developing and delivering training and consultation to leaders on talent assessment and succession processes.
·Must possess excellent verbal and written communication skills and be able to effectively communicate across multiple job levels both in and outside of the HR function.
·Plan, organize, and manage multiple projects simultaneously.
·Experience with process flows and functionality of talent management and succession system or tools.
·Proficient in Microsoft Office suite, specifically Excel, PowerPoint, and SharePoint.
·Demonstrated ability merge multiple sources of data and conduct analysis to identify trends and uncover insights.
·Highly flexible, with the ability to identify, analyze and solve problems systematically.
·Tolerance for change in transforming organization and developing talent management team.
Primary Location: Rosemont-IL
Schedule: Full-time Shift: Day Job
Job Function: Management Development
Job Level: Individual Contributor