Job Description

We are… more than just your favorite commercials. We are a passionate, award winning, equal opportunity employer, committed to the strength of a diverse workforce. We are dedicated to supporting the well-being of our people through our extensive suite of benefits, as well as the well-being of the communities we serve through employee volunteer programs and nonprofit partnerships. Helping others in their time of need isn’t just our business – it’s our culture! We are Farmers!

Do you thrive in a high-volume, fast-paced environment? Do you enjoy the challenge of a position where no two days are alike? We are looking for positive, high-energy professionals who are not just looking for a job, but a meaningful career!

Job Summary

This role is responsible for directing and managing the enterprise talent management strategy, program and execution in partnership with the business and Human Resources.
Leverages data to understand the talent landscape both internally and externally.
Manages the succession planning strategy, provides guidance on and ensures execution of succession plans.
Manages talent identification process and works closely with stakeholders to provide guidance on talent identification and ensure development programs align to the key talent needs of the enterprise.
Creates programs to drive greater visibility and development for high potential talent to ensure the achievement of business outcomes.

Essential Job Functions

Develop enterprise talent management strategy, roadmap and operational plans to ensure talent capabilities are in place to enable delivery of business outcomes.
Includes monitoring best practices in the market, as well as current and future technology trends.
Responsible for talent processes including talent reviews, succession planning and partnership with the University of Farmers on design and implementation of learning and development strategies.
Collaborates with HRBPs to translate the current and future needs of the business into Talent Management strategies and practices.
Partner directly with both HRBPs and clients on talent movement, regular talent discussions, processes and calibration expectations.
Assesses succession bench strength/gaps for critical roles; identify capability needs and partner with Talent Acquisition on appropriate sourcing strategies.
Develops and implements talent scorecard.
Perform analysis on talent metrics through results interpretation to provide ongoing current state insights and future trend projections.
Provide actionable recommendations.
Enables the creation and understanding of key talent pools (hi-potential, diverse, critical role successors), monitors development, and drives internal movement using succession and development plans accordingly.
Leads the creation and execution of career development programs.
Partners with stakeholders to identify and deliver on applicable tools and resources.
Leverages data analytics to report on usage, return on investment, and overall impact to the organization.

Education Requirements

Bachelors degree required.
Masters Degree in Industrial/ Organizational Psychology, Organizational Development, HR Development or related field preferred.

Experience Requirements

Minimum seven years of human resources and/or related business experience required.
Experience in Talent Management including experience with succession planning and talent processes.
Experience working across large organization with multiple functions and competing priorities.