Directeur.rice, planification de talents

at  Agropur

JOB TYPE:

RegularNew position Feb 2024
(La description en français suit)
Reporting to the Vice-President of Talent Planning, Attraction and Acquisition, you will be in charge of translating the Cooperative’s strategic plans into people needs and defining the skills required to succeed in the future therefore leading organization-wide talent planning initiatives. More particularly, you will ensure that strategic workforce planning, succession planning, and internal mobility programs for the whole organization are aligned with the cooperative’s strategic goals and objectives, while complying with labor laws and regulations as well as collective agreements. As a result, your role will be key in developing strategic insights that will support modernization initiatives and organizational growth.
The ideal candidate will have experience in a manufacturing multi-site environment, with a deep understanding of hourly and salaried roles as well as unionized and non-unionized sites. The role operates in a matrixed organization, and will therefore have to build strong partnerships with many different groups, including HRBPs, Talent Intelligence, HRIS and reporting, site workforce management, etc.

QUALIFICATIONS

Bachelor

• ’s degree in Statistics, Business Administration, or related field. An MBA would be an asset.10+ years of experience in talent management, with a focus on Talent Planning and forecasting
• – especially in design and implementation.
• Experience in a manufacturing environment preferred.
• Competent in using predictive analytics, statistical modeling, measurement and forecasting and to extract insights from data to build strategies based on analytics.
• Meticulous and detail oriented.
• Excellent communication, interpersonal, and leadership skills, combined with the ability to effectively translate analytics into compelling stories to drive alignment and decision making.
• Strong ability to work collaboratively with cross-functional teams and to build partnerships.
• Ability to manage multiple projects and priorities in a fast-paced environment.
• Bilingual (English-French)

QUALIFICATIONS

• Bacc. en statistiques, en administration des affaires ou dans un domaine connexe. Un MBA serait un atout.

• Plus de 10 ans d’expérience dans la gestion des talents, avec un accent particulier sur la planification et la prévision des talents - en particulier dans la conception et la mise en œuvre.

• Expérience dans un environnement manufacturier de préférence.

• Compétence dans l’utilisation de l’analyse prédictive, de la modélisation statistique, de la mesure et de la prévision, et dans l’extraction d’information à partir de données pour élaborer des stratégies basées sur l’analyse.
• Méticuleux et soucieux du détail.
• Excellentes compétences en matière de communication, de relations interpersonnelles et de leadership, combinées à la capacité de traduire efficacement les analyses en histoires convaincantes afin de favoriser l’alignement et la prise de décision.
• Forte capacité à travailler en collaboration avec des équipes inter fonctionnelles et à établir des partenariats.
• Capacité à gérer plusieurs projets et priorités dans un environnement en constante évolution.
• Bilingue (anglais-français)

Agropur welcomes people from all backgrounds and walks of life. We are proud to be an employer with a diverse community and are committed to providing a respectful and inclusive experience for all employees and applicants. We will therefore work with candidates who request accommodation. Please note that an adequate knowledge of French is required for positions in Quebec

• Build the capability to provide a comprehensive forward-looking view of the business by incorporating workforce data from different sources.
• Develop a strategic approach to workforce management that combines insights from workforce analytics, human capital best practices and business strategy.
• Cond uct workforce planning analysis to determine what gaps exist between the current and projected workforce needs in the short-term and long-term in order to develop mitigation strategies as well as i dentify trends and risks in the labor market demographic and provide insights on workforce implications.
• Determine the critical roles, competencies and functions for successful strategy execution.
• Develop and implement succession plans for critical roles for the organization.
• Implement a strategy (through best-in-class frameworks) to identify high-potential leaders within the organization, to assess risks for critical roles, and to put in place contingency plans.
• Design and implement an internal mobility program that enables employees to move across functional areas and locations.
• In strong partnership with Recruitment and Sourcing groups, develop and implement recruitment strategies to fill talent gaps for pipeline growth.