Associate Manager Talent Management at IFF

Hazlet, New Jersey, United States -

Full Time

Start Date

Immediate

Expiry Date

16 May, 26

Salary

139880.0

Posted On

15 Feb, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Strategy, Organizational Effectiveness, Talent Review, Succession Planning, Performance Management, People Analytics, Stakeholder Management, Program Management, Learning Agility, Judgment, Data Interpretation, Change Initiatives, Roadmap Development, Bench Strength Monitoring, Goal Setting, Feedback

Industry

Chemical Manufacturing

Description

Job Summary Are you ready to shape the future of talent, capability, and performance across a global organization? IFF is a global leader in flavors, fragrances, food ingredients, and health & biosciences. We deliver sustainable innovations that elevate everyday products. This role sits within the Global Talent & Organizational Effectiveness team and partners closely with HR Business Partners, Centers of Excellence, Regional HR teams, and Business Unit leaders to advance the talent strategy for both the Health & Biosciences (H&B) Business Unit and the global HR function. The Associate Manager Talent Management role is based in Hazlet, NJ, with flexibility for other major hubs in a hybrid work setting. The role reports to the Global Head of Talent & OE and requires working onsite at an IFF location at least two days per week. Success in this role requires an analytical mindset, strong learning agility, and the judgment, energy, and discipline to execute with excellence. Be part of a strategic, collaborative, growth‑oriented team where together we can achieve excellence and make a meaningful impact. Your potential is our inspiration! Where You’ll Make a Difference Operationalize the BU and HR talent strategy by aligning enterprise practices to specific BU and regional needs. Translate the BU Talent Strategy into clear roadmaps, milestones, and measurable outcomes for leaders and HR partners. Lead annual talent review processes, including assessments and succession planning, ensuring consistent quality and follow-through. Build and maintain succession plans for critical roles, monitoring readiness, bench strength, and risk. Establish and manage pipelines for leadership, manager, and other critical roles (e.g., HiPo, early career, specialist tracks). Enable strong performance management practices, including goal setting, ongoing feedback, calibration, and action planning. Translate BU capability needs into targeted development plans and promote enterprise learning programs in partnership with COEs. Use people analytics to identify trends, develop insights, and build dashboards that measure the impact of talent initiatives. Support org design, change initiatives, and talent‑related programs while managing communications, timelines, and stakeholder engagement. What Makes You the Right Fit Bachelor’s degree required; Master’s in HR, I/O Psychology, OD, or MBA preferred. • 6–10+ years of experience in Talent Management, HR Business Partnering, Learning & Development, Organizational Effectiveness, or related areas. • Proven experience facilitating talent reviews, succession planning, and performance enablement processes. • Strong analytical fluency with the ability to interpret people data and translate insights into actions. • Excellent stakeholder management skills with the ability to influence senior leaders and partner across regions and COEs. • Demonstrated program management skills with attention to detail, timely execution, and quality standards. • A learning mindset with strong judgment, adaptability, and the ability to navigate ambiguity effectively. • Ability to create clear narratives, frameworks, and toolkits to support HR adoption and leader engagement. How You Would Stand Out • Experience using systems such as Workday, Power BI, or Tableau. • Exposure to competency models, assessments, or methodologies (e.g., Korn Ferry). • Professional certifications such as SHRM‑SCP, SPHR, ACC/PCC coaching, or Prosci change certification. Why Choose Us? • Opportunity to shape talent, capability, and performance for a global Business Unit. • Ability to influence strategic workforce and organizational decisions. • A collaborative, inclusive environment that values innovation and continuous improvement. • Access to global learning programs and development resources. • Access a comprehensive benefits package including medical, dental, vision, 401(k), paid parental leave, vacation, holidays, and an annual bonus plan. • A role that creates impact across leadership, culture, and organizational effectiveness. We are a global leader in taste, scent, and nutrition, offering our customers a broader range of natural solutions and accelerating our growth strategy. At IFF, we believe that your uniqueness unleashes our potential. We value the diverse mosaic of the ethnicity, national origin, race, age, sex, or veteran status. We strive for an inclusive workplace that allows each of our colleagues to bring their authentic self to work regardless of their religion, gender identity & expression, sexual orientation, or disability. Visit IFF.com/careers/workplace-diversity-and-inclusion to learn more Salary Ranges: $111904- $139880 At IFF, we make joy through science, creativity and heart. As the global leader in flavors, fragrances, food ingredients, health and biosciences, we deliver groundbreaking, sustainable innovations that elevate everyday products – advancing wellness, delighting the senses and enhancing the human experience. We value an inclusive, creative workplace where all individuals can thrive and do their best work. We consider all qualified candidates equally and based on merit, without regard to religion, ethnicity, national origin, race, age, veteran status, gender identity or expression, sexual orientation or disability.

Responsibilities

This role involves operationalizing the Business Unit and HR talent strategy by aligning enterprise practices to specific needs, translating strategy into clear roadmaps, and leading annual talent review processes including succession planning. Key duties also include enabling strong performance management, translating capability needs into development plans, and using people analytics to measure initiative impact.