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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.
タレントコミュニティに参加して、情報を入手しましょう。https://careers.dupont.com/jp/ja/jointalentcommunity?applyType=JTC
2024 年 5 月 22 日、当社は株主の皆様に、エレクトロニクス事業と水事業を非課税で分離する計画を発表しました。2025 年 1 月 15 日、エレクトロニクス事業の分社化 (「エレクトロニクス分社化」) の完了予定日を 2025 年 11 月 1 日とすることを発表しました。合わせて、水事業を継続することもお知らせしました。当社は、将来的なエレクトロニクス事業に向け、スムーズかつ成功裏な分社化プロセスを確実に実現するべく取り組んでいます。進化し続ける組織の継続的な成功と成長に貢献したいという意欲を持つ新しい人材をお迎えすることを楽しみにしています。
(1) この分割手続きは、デュポンの取締役会による最終承認、弁護士からの税務意見の聴取、米国証券取引委員会への Form 10 登録書の提出と有効性、該当する規制当局の承認、および十分な資金調達の遂行など、通例の条件が満たされることを条件とします。分割手続きの達成、予定時期、想定利益に影響を与える可能性のあるリスク、不確実性、前提事項の詳細については、デュポンのお知らせを参照してください。https://www.dupont.com/news/dupont-announces-plan-to-separate-into-three-independent-publicly-traded-companies.html
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