Senior Manager, Talent Management at Constellation Brands in Chicago, Illinois

Job Description:

Job Description

Company Summary

Constellation Brands is a leading international producer and marketer of beer, wine and spirits with operations in the U.S., Canada, Mexico, New Zealand and Italy. We offer a wide range of exciting career opportunities in sales, marketing, operations, production, finance and administration. As a part of the Constellation team, employees are encouraged to improve their skills and performance throughout their careers through various professional and educational development programs. Constellation provides a robust onboarding program in addition to ongoing training initiatives to help employees integrate into the organization quickly and maximize their growth potential.

Position Summary

We are looking for two Senior Talent Management Partners. One individual will be supporting our Beer division while the other will be supporting our Wine & Spirits division.

The Senior Talent Management Partner is a strategic, talent solutions leader that is responsible to co-create co-design, execute, deploy, and coordinate the Talent Management and Development strategy in a specific division or strategic enterprise group. The role will be responsible to influence and drive accountability on the deployment of the Global Talent strategy across CBI and be the connection point between HRBPs & COEs in adherence to our HR Operating Model. The Talent Partner is responsible for collaborating across Global Talent and other CoEs and articulate division talent priorities that directly support key enablers to our long-term success, STZ 2030. As a strategic partner to the division, the Talent Partner will collaborate with leaders to understand their talent needs, develop and implement effective talent strategies, and support employee development and retention initiatives. This role involves fostering strong relationships with HRBPs, their stakeholders, to ensure that the division attracts and retains top talent to meet its strategic objectives.

Responsibilities

Talent Consulting & Partnering:

• Offer expert advice and recommendations on talent management strategies, including performance management, succession planning, leadership development, and talent engagement.




• Partner with senior leaders and HR teams to understand their talent management needs and provide strategic guidance and support.




• Design and propose tailored talent solutions that align with the divisions’ strategic objectives and address identified needs to support talent development, leadership development, succession planning, career pathing, and skills enhancement.




• Partners with HRBPs and Talent Acquisition to ensure that talent acquisition strategies are aligned with the overall divisional talent priorities.




• Partners with HRBPs to consult on and facilitate talent assessments and executive coaching engagements for leadership.




• Supports the HR Operating Model by effectively collaborating across all CoEs HRBPs and other internal stakeholders to drive significant business impact focused on profitable revenue growth, supported by key talent metrics for division and overall CBI.

 

Talent Management and Development Strategy:

• Partners with the HR Divisional leadership team and its business stakeholders to understand and execute their organization’s talent strategy particularly as it relates to current and future talent needs, career development, retention, succession planning and capability planning.




• Assess current and future talent needs, identifying critical roles and competencies required to support organizational growth and success.




• Create detailed action plans for implementing talent management and development strategies, including timelines, resource allocation, and key milestones. 




• Develop and execute communication plans to inform employees and stakeholders about divisional talent initiatives and their benefits.




• Lead change management efforts related to the implementation of new talent management strategies and programs, ensuring smooth transitions and adoption across the organization.




• Monitor the progress, and adoption of development action plans and where needed, provides initiative-taking recommendations and course of action to accelerate the growth needs of talent, support leadership development, foster healthy succession planning, and enhance performance across all levels.




• Develop strategies and programs to enhance employee engagement and retention, ensuring that high-potential employees are identified and nurtured.




• In partnership with Talent Development CoE, identify and design the appropriate skills-based training and/or experience-based solutions that address divisional specific development needs.

 

Talent Processes Execution with Functional Organization:

• Goal Setting: Drive engagement and adoption of goal setting process, providing guidance and support on process and marketing training and process job aides.




• Performance management: Review and complete timeline for every fiscal year, design communication for client groups, ensuring punctual compliance of the process, follow up & analysis of metrics, active participation in calibrations talks bringing in BU level talent insights allowing for better, more informed decision-making as part of the calibration discussion.




• Talent Review and Succession planning: In collaboration with the HRBPs, leads the execution of an Integrated Talent Planning process, including talent review, succession, and capability planning. Work with HRBPs and stakeholders to identify/refresh the critical roles within their organization and work with TD&LE CoE to develop specific, robust action plans for top-talent and critical role successors. Accountable to oversee a cohesive, integrated outcome in collaboration with the different stakeholders (HRBPs, Global Talent CoEs, Compensation, HR Ops, etc.).




• Individual Development Planning: Assist employees and managers in creating personalized development plans that align with career aspirations, skills gaps, and organizational needs.




• Assessments: Oversight of the design, with direct involvement on the implementation, execution and follow up of assessments, tools and other enablers that support or enhance learning objectives, i.e., coaching, career potential and skills assessments.




• Data Analysis & Action Planning: Leads the analysis of talent data from Integrated Talent Planning to identify urgent and impactful talent related priorities and partners with HRBPs, and Talent Development and Learning Effectiveness (TD&LE) COE to build out a robust development action plan.

Minimum Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field. Master’s degree or MBA preferred.




• Bilingual in English and Spanish is strongly preferred




• 12+ years of talent management experience including change management, leadership development, talent acquisition, talent development, employee engagement, and retention.




• 3+ years of experience with Workday HCM and other HR and Talent Development tools.




• Certification in HR Practices (e.g., PHR, SPHR) coaching or leadership development (e.g., ICF, ATD) preferred.




• Strong global mindset with the ability to design solutions that are scalable and adaptable across various markets/regions and considers the diverse cultural, economic, and regulatory landscapes that influence the organization.




• Advanced project management skills, with the ability to collaborate with CoEs, HRBPs, and business SMEs to implement complex, cross-functional talent enhancements.




• Strong business acumen and understanding of the impact assessing and identifying talent for the future of the organization.




• Excellent communication, interpersonal, influencing, and leadership skills, with the ability to work effectively with senior leaders and diverse teams.




• Strategic thinking, organizational savviness, driving for results, collaboration, forecasting/planning, teamwork, advanced communication skills, and using data analytics and data visualization to drive better informed decision making.




• Anticipating and balancing the needs of multiple stakeholders, continuously building networks, effectively building formal and informal relationship networks inside and outside the organization.

Physical Requirements/Work Environment

• Requirement: 20-30% domestic and international travel required.




• Must be able to sit and/or stand for long periods of time and work on a computer for extended periods.




• Primary work environment is professional corporate office

Location

Chicago, Illinois

Additional Locations

Rochester, New York, Virtual - US

Job Type

Full time

Job Area

Human Resources

The salary range for this role is:

$113,200.00 - $241,700.00

This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting.  Our compensation is based on cost of labor. For remote locations or positions open to multiple locations, the pay range may reflect several US geographic markets, including the lowest geographic market minimum to the highest geographic market maximum. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors including, but not limited to, the prevailing minimum wage for the location, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs.  At Constellation Brands, it is not typical for an individual to be hired at the high end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate. We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and any other benefits to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Equal Opportunity

Constellation Brands is committed to a continuing program of equal employment opportunity. All persons have equal employment opportunities with Constellation Brands, regardless of their sex, race, color, age, religion, creed, sexual orientation, national origin or citizenship, ancestry, physical or mental disability, medical condition (cancer or genetic characteristics), marital status, gender (including gender identity or gender expression), familial status, military or veteran status, genetic information, pregnancy, childbirth, breastfeeding, or related conditions (or any other group or category within the framework of the applicable discrimination laws and regulations).

Not sure you meet all qualifications? Research shows that women and members of other under-represented groups tend to not apply to jobs when they think they may not meet every qualification, when, in fact, they often do! We are committed to creating a diverse and inclusive environment and strongly encourage you to apply.

Apply Now