Huhtamaki - Talent Manager - Learning & Development - Diversity/Equity & Inclusion

Talent Manager - L&D, DEI and TM

Reporting - Head of L&D and Talent Management

Role Summary:

- The Talent Manager will lead and oversee the Talent, Learning, and Diversity & Inclusion functions at Huhtamaki India. This role is pivotal in designing and executing strategic initiatives to attract, develop, and retain talent while fostering an inclusive and engaging work culture. The incumbent will be responsible for managing a team and collaborating with cross-functional stakeholders to drive organizational objectives related to Talent.

- This role will be instrumental in shaping the organizational culture and driving initiatives that contribute to Huhtamaki's long-term success. The Talent Manager will serve as a strategic partner to senior HR and Business leadership, championing diversity, learning, and talent development as key drivers of organizational performance and competitiveness.

Functional Competencies:

Strategic Planning and Execution:

- Ability to develop and execute strategic plans aligned with organizational goals and HR objectives.

- Skill in identifying emerging trends and opportunities in talent management, learning & development, and diversity & inclusion, translating them into actionable initiatives.

Leadership and Team Management:

- Strong leadership skills to inspire and motivate teams towards achieving departmental and organizational objectives.

- Experience in coaching and developing team members to maximize their potential and drive performance excellence.

Stakeholder Engagement and Relationship Building:

- Excellent interpersonal and communication skills to build effective relationships with internal and external stakeholders, including senior leadership, business partners, and vendors.

- Capacity to influence and collaborate cross-functionally to garner support for HR initiatives and drive organizational change.

Diversity, Equity, and Inclusion (DE&I) Expertise:

- In-depth understanding of DE&I principles, including strategies for promoting diversity, fostering inclusion, and mitigating bias in the workplace.

- Experience in developing and implementing DE&I initiatives that cultivate an inclusive culture and support the recruitment, retention, and advancement of diverse talent.

Talent Management and Succession Planning:

- Proficiency in talent management practices, including talent identification, succession planning, and performance management.

- Ability to design and implement programs that attract, develop, and retain top talent, ensuring a robust pipeline of future leaders and key contributors.

Learning and Development Strategy:

- Knowledge of learning principles and best practices in learning program design, delivery, and evaluation.

- Skill in assessing learning needs, designing curriculum, and leveraging technology and innovative methodologies to deliver impactful learning experiences.

Data Analysis and Decision Making:

- Strong analytical skills to collect, analyze, and interpret HR data and metrics, drawing insights to inform strategic decision-making.

- Proficiency in using HRIS and data visualization tools to generate reports, dashboards, and predictive analytics that drive continuous improvement and accountability.

Change Management and Adaptability:

- Ability to navigate organizational change and effectively manage resistance by fostering a culture of resilience, flexibility, and continuous learning.

- Skill in anticipating and mitigating risks associated with change initiatives, while remaining agile and responsive to evolving business needs.

Primary Responsibilities:

1.Talent Management:

- Develop and implement talent management strategies and processes, including succession planning, career development, and individual development plans (IDPs).

- Collaborate with business leaders to identify high-potential employees and create tailored development opportunities to nurture talent pipelines.

- Implement performance management systems to assess and enhance employee performance, aligning with organizational goals.

2. Learning & Development:

- Lead the design and delivery of comprehensive learning programs to address skill gaps and foster continuous learning and development.

- Ensure alignment of learning initiatives with business objectives and regulatory requirements, tracking effectiveness through metrics and feedback mechanisms.

- Provide guidance and support to the Learning & Development team, fostering a culture of innovation and knowledge sharing.

3. Diversity & Inclusion:

- Develop and execute strategies to promote diversity, equity, and inclusion (DE&I) across the organization, driving initiatives to cultivate a diverse workforce and inclusive workplace culture.

- Collaborate with internal stakeholders to integrate DE&I principles into talent acquisition, employee development, and leadership practices.

- Establish metrics to track progress on DE&I goals, regularly assessing and reporting on outcomes to senior management.

4. Onboarding and Integration:

- Ensure a seamless onboarding experience for new hires, facilitating their integration into the organization and promoting a positive employer brand.

- Provide guidance and resources to hiring managers to support effective onboarding practices, including orientation programs and mentorship initiatives.

5. Communication and Engagement:

- Develop and execute communication strategies to enhance employee engagement and awareness of HR policies, programs, and initiatives.

- Collaborate with internal communications teams to ensure consistent messaging across various channels, promoting transparency and employee participation.

- Organize engagement activities and events to foster team collaboration, recognition, and well-being, leveraging employee feedback to tailor experiences.

6. Vendor Management and Budgeting:

- Manage vendor relationships and contracts related to talent management, learning & development, and diversity & inclusion initiatives, ensuring cost-effectiveness and service quality.

- Develop and monitor budgets for HR programs and initiatives, optimizing resource allocation to maximize ROI and organizational impact.

7. Reporting and Analytics:

- Collect and analyze data related to talent metrics, learning effectiveness, DE&I initiatives, and employee engagement, providing insights and recommendations to inform decision-making.

- Prepare dashboards and reports for senior leadership, highlighting key performance indicators and progress towards strategic HR goals.

Core Values of the Role

- Plan and Organize

- Inspire and Motivate

- Drive for results.

- Collaborate

- Act with Integrity

Huhtamaki

Internal Stakeholders

- All Employees and Leadership Teams

- Internal HR Teams

- Support Teams - Finance, IT

External Stakeholders

- Agencies and Partners

- Vendors and Suppliers

Applications received only via iimjobs should be considered.

Please note : Beware of fraudulent job offers claiming to be from Huhtamaki Scammers are circulating fake opportunities using our name and deceiving applicants.

- Verify legitimacy: Huhtamaki's official recruitment process is managed by our HR department or authorized partners.

- Check official channels: Genuine job openings are posted on our official career website and reputable platforms like 'LinkedIn.'

Huhtamaki Will NEVER:

- Ask for money or personal details upfront.

- Use Gmail, Yahoo Mail, or non-Huhtamaki email domains.

- Offer international positions with non-local conditions.

What to Do?

Report fraud: Contact law enforcement if you've been targeted.