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This role is aligned with the Future Electronics business.
As the Future Electronics business evolves as an organization, it is critical that talent processes enhance employee experience and drive business outcomes. This leader will be accountable for translating the business vision into a future-focused and actionable talent agenda that aligns with company goals. They will provide a critical perspective on talent, collaborating cross functionally and with business leaders across the organization to help prepare the workforce, across all levels, for the future.
With a strong emphasis on collaboration and developing practical, outcome-driven programs, the successful candidate will partner with the Head of Talent and CHRO and drive a talent strategy that reflects the unique needs of the business groups and positions the business favorably will oversee initiatives aimed at enhancing the entire employee lifecycle within the end-to-end talent lifecycle.
With a bias for action, this talent leader will be proven as a strategic and creative thinker, a data-savvy professional who collaborates seamlessly and speaks the language of the business. This leader will have proven expertise successfully in a matrixed environment and will build relationships to operate both as a thought partner and leader who will roll up their sleeves up and be a player-coach.
With a proactive mindset, this talent leader will demonstrate strategic and creative thinking, embodying a data-savvy approach. The ideal candidate will have a proven track record of success in a matrixed environment, forging relationships that enable them to operate as both a thought partner and a hands-on leader who engages in the work as a player-coach.
The role can be based in Wilmington, Delaware or Asia Pacific.
Responsibilities:
Talent Strategy
Design, develop and deliver a strategic talent agenda that is accessible and actionable. Provide exceptional expertise, consultation, and direction in all areas related to enterprise-wide talent.
Work closely with key stakeholders (HR Business Partners, Senior Leaders, Internal Comms, etc.) to develop integrated and measurable talent management programs while maintaining consistency and accountability across the organization
Oversee the selection, delivery, and infusion of relevant systems, tools, and metrics related to all aspects of the employee lifecycle.
Leadership Development, Succession, and Assessment
Assess gaps and lead an overarching leadership assessment and development process; build a methodology and ensure that the plan is strategic and actionable across all levels of the organization.
Offer counsel and a strategic outlook for the business as it relates to enterprise talent and succession.
Lead ongoing improvement in leadership effectiveness through targeted assessment models, development programs, predictive selection, and role and organization design.
Workforce Planning
Develop and implement a workforce planning strategy that focuses on identifying and preparing for critical talent gaps, particularly for hard-to-fill roles.
Employee Engagement
Design the engagement survey approach and roadmap
Key Knowledge, Skills, and Abilities:
Possesses strong subject matter expertise with extensive experience in talent management, leadership development, and HR generalist functions.
Exhibits robust consulting abilities, including effective questioning, idea contributions, critical thinking encouragement, and the clarification of key issues.
Capable of delivering high-quality work products, including thorough analyses, compelling presentations, and detailed reports, with minimal supervision.
Skilled in developing project plans, managing budgets, and cultivating vendor relationships with limited guidance.
Exhibits a positive, proactive attitude; fosters exceptional teamwork; and takes personal responsibility for achieving results.
Effectively navigates complexity, ambiguity, and pressure to execute tasks in a dynamic, start-up-like environment.
Core Qualifications:
Over 10 years of experience in consulting or corporate positions specializing in talent management, leadership development, or HR generalist functions.
High proficiency in MS Excel, PowerPoint, HRMS, Workday, and data visualization tools.
Bachelor’s degree in HR or related field is required; an advanced degree is preferred.
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2024 年 5 月 22 日，我们宣布了一项计划，即以免税的方式拆分电子业务和水务业务，并将其分配给相关股东。2025 年 1 月 15 日，我们宣布，我们的目标是在 2025 年 11 月 1 日完成电子业务的预期拆分（“电子业务预期拆分”）*，此外，还宣布将保留水务业务。我们致力于确保未来电子业务顺畅成功的拆分流程。我们欢迎新人才的加入，为组织的不断发展、持续成功与成长贡献力量。
(1)分拆交易须满足惯例条件，包括获得杜邦董事会的最终批准、从法律顾问处获得税务意见、向美国证券交易委员会提交 Form 10 登记声明并使其生效、获得必要的监管部门批准以及圆满完成融资等。对于可能影响分拆交易的实现、预期时间和预期收益的风险、不确定性和假设的进一步讨论，请参阅杜邦公告。https://www.dupont.com/news/dupont-announces-plan-to-separate-into-three-independent-publicly-traded-companies.html
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