Manager, Talent Assessment & Development (Talent & Organization Capabilities)

Job Number: 12686
Location(s): Minneapolis, MN

General Mills is reshaping the future of food. We believe food makes us better. It nourishes our bodies, brings us joy and connects us to each other. As one of the world’s leading food companies, General Mills operates in more than 100 countries and markets more than 100 consumer brands, including Cheerios, Nature Valley, Betty Crocker, Yoplait, Annie’s Homegrown, Old El Paso, Epic Provisions, Blue Buffalo and more. Are you passionate about the future of food? You’ve come to the right table. We want the very best talent to help lead something big.

Job Details

Overview & Responsibilities

Do you want to be part of something new? Do you have a passion for uncovering opportunities, impacting global capabilities, and changing the way employees learn and develop?

 

As an Assessment & Development Manager you will work with a team to transform the future of talent management at General Mills.  We seek an individual with vision, planning, and grit – who loves being part of a team, is energized by the complexities of collaborative cross-functional work and is motivated by new ways of working and learning.  

 

Some of the things you will gain from this role:

  • Being part of a high performing team with a common goal
  • Deep experience of assessment, executive coaching and individual development planning
  • Global reach and scale

The Manager, Assessment & Development will:

  • Lead development and deployment of the enterprise assessment strategy, with an emphasis on selection & development assessments, identification of potential, and deployment of best practice tools, insight development, and robust action plans. Additionally, the role will drive building manager and HR capability across assessment, coaching, and analytics to support talent decisions.
  • Lead our Executive Coaching practice ensuring senior leaders have the right assessment, coaching, and development action planning to accelerate their transition to new and expanded roles. 
  • Lead our enterprise-wide annual individual development process (IDP) which allows our employees to reflect and align with their managers on motivations, abilities, and experiences, and then build and activate robust plans to be their professional best.
  • Provide subject matter expertise consult on enterprise performance management, talent analytics, and talent strategy; this support includes participating in setting the strategic direction, providing SME support, and enhancing/improving global processes through data-driven analytics and decision making.

Overall, this role will be integral for contributing to building a stronger talent assessment capability and improving talent management at General Mills. The Manager, Assessment & Development will work closely with the segments, functions, and talent acquisition groups across the organization.  This position reports to the Director, Assessment, Development & Engagement.

Key Responsibilities:

  • Serve as a talent assessment expert within the Talent, Organization & Capability (TOC) and HR function by providing expertise to employees, HR, and leadership teams                   
  • In partnership with the Director, Assessment & Accelerated Development, co-own shaping General Mills’ (GMI) global talent assessment strategy.
  • Own/co-own responsibility for a range of GMI’s talent assessments, including creating/selecting assessments to use, implementing and supporting those assessments, managing vendor relationships, developing global strategies, and integrating use internally. This includes internal 360 development process, onboarding/role transition assessment, team assessments (e.g., Hogan, MBTI, etc.), tools for assessing upward potential, and senior leader assessments.
  • Collaborate with internal stakeholders and external partners/vendors to develop, evaluate, and update assessment processes and offerings.
  • Lead talent assessment education efforts and inform talent assessment goals and budgets.  Educate HR and non-HR employees on effective talent assessment and development through regional workshops, newsletters, etc.
  • Monitor GMI’s assessment processes to ensure compliance with applicable laws and contracts; partner with GMI’s Wage Assessment Committee and GMI Legal.
  • Set executive coaching strategies and plans, as well as the onboarding, collaboration, and management of our external coaching cadre.
  • Develop executive coaching best practices, coaching effectiveness measurement, and continuous improvement of the practice.
  • Set the vision, strategy, plans, communications and activation of our enterprise-wide Individual Development Process (IDP).   
  • Ensure Individual Development process is integrated with other annual process, learning & development offerings, and integrated with Workday systems.   
Qualifications
  •  Ph.D. in I/O Psychology or equivalent is required.
  • A minimum of 6 years of experience within HR/organizational psychology with direct experience in talent assessment required (research/industry, etc.).
  • A minimum of 6 years building/executing predictive/descriptive analytics models is required (advanced analytics experience strongly preferred); proven ability to use data to inform business/talent decisions is required.
  • A proven track record of developing and managing assessment programs and interventions and consulting (internal or external) in this space is required. Experience managing all aspects of a global 360 feedback processes is preferred.
  • Demonstrated ability to create strong, consultative business partnerships and serving as a SME or key advisor to the HR leadership team(s) and business stakeholders is required.
  • Demonstrated ability to build expertise and capability programs/initiatives as well as measuring the impact and return on investment for assessment, coaching, and development programs.

Additional Skills/Capabilities

  • Facilitation and complex project management experience (e.g., project plans, status reports, communication plans, risk management plans, milestones, deliverable charts); ability to work through project deliverables, via external vendor partners
  • Strong leadership skills; ability to operate as a global thought partner with understanding and appreciation for regional differences is required;
  • Strong presentation skills; can speak across various forums and communicate to broad, diverse audience is required.
  • Proven track record of being a self-starter, independent thinker, and possessing a strong initiative and drive to connect the technical to the business needs.
  • Influence, negotiation and consultative skills are required.
  • Collaborative team player with drive to create a positive and inclusive work environment is required.
  • Demonstrated skill in creating HR strategies/processes that take regional differences into account.
  • Experience managing global projects and key internal stakeholder partnerships is preferred.

#cb

Overview & Responsibilities

Do you want to be part of something new? Do you have a passion for uncovering opportunities, impacting global capabilities, and changing the way employees learn and develop?

 

As an Assessment & Development Manager you will work with a team to transform the future of talent management at General Mills.  We seek an individual with vision, planning, and grit – who loves being part of a team, is energized by the complexities of collaborative cross-functional work and is motivated by new ways of working and learning.  

 

Some of the things you will gain from this role:

  • Being part of a high performing team with a common goal
  • Deep experience of assessment, executive coaching and individual development planning
  • Global reach and scale

The Manager, Assessment & Development will:

  • Lead development and deployment of the enterprise assessment strategy, with an emphasis on selection & development assessments, identification of potential, and deployment of best practice tools, insight development, and robust action plans. Additionally, the role will drive building manager and HR capability across assessment, coaching, and analytics to support talent decisions.
  • Lead our Executive Coaching practice ensuring senior leaders have the right assessment, coaching, and development action planning to accelerate their transition to new and expanded roles. 
  • Lead our enterprise-wide annual individual development process (IDP) which allows our employees to reflect and align with their managers on motivations, abilities, and experiences, and then build and activate robust plans to be their professional best.
  • Provide subject matter expertise consult on enterprise performance management, talent analytics, and talent strategy; this support includes participating in setting the strategic direction, providing SME support, and enhancing/improving global processes through data-driven analytics and decision making.

Overall, this role will be integral for contributing to building a stronger talent assessment capability and improving talent management at General Mills. The Manager, Assessment & Development will work closely with the segments, functions, and talent acquisition groups across the organization.  This position reports to the Director, Assessment, Development & Engagement.

Key Responsibilities:

  • Serve as a talent assessment expert within the Talent, Organization & Capability (TOC) and HR function by providing expertise to employees, HR, and leadership teams                   
  • In partnership with the Director, Assessment & Accelerated Development, co-own shaping General Mills’ (GMI) global talent assessment strategy.
  • Own/co-own responsibility for a range of GMI’s talent assessments, including creating/selecting assessments to use, implementing and supporting those assessments, managing vendor relationships, developing global strategies, and integrating use internally. This includes internal 360 development process, onboarding/role transition assessment, team assessments (e.g., Hogan, MBTI, etc.), tools for assessing upward potential, and senior leader assessments.
  • Collaborate with internal stakeholders and external partners/vendors to develop, evaluate, and update assessment processes and offerings.
  • Lead talent assessment education efforts and inform talent assessment goals and budgets.  Educate HR and non-HR employees on effective talent assessment and development through regional workshops, newsletters, etc.
  • Monitor GMI’s assessment processes to ensure compliance with applicable laws and contracts; partner with GMI’s Wage Assessment Committee and GMI Legal.
  • Set executive coaching strategies and plans, as well as the onboarding, collaboration, and management of our external coaching cadre.
  • Develop executive coaching best practices, coaching effectiveness measurement, and continuous improvement of the practice.
  • Set the vision, strategy, plans, communications and activation of our enterprise-wide Individual Development Process (IDP).   
  • Ensure Individual Development process is integrated with other annual process, learning & development offerings, and integrated with Workday systems.   

Qualifications

  •  Ph.D. in I/O Psychology or equivalent is required.
  • A minimum of 6 years of experience within HR/organizational psychology with direct experience in talent assessment required (research/industry, etc.).
  • A minimum of 6 years building/executing predictive/descriptive analytics models is required (advanced analytics experience strongly preferred); proven ability to use data to inform business/talent decisions is required.
  • A proven track record of developing and managing assessment programs and interventions and consulting (internal or external) in this space is required. Experience managing all aspects of a global 360 feedback processes is preferred.
  • Demonstrated ability to create strong, consultative business partnerships and serving as a SME or key advisor to the HR leadership team(s) and business stakeholders is required.
  • Demonstrated ability to build expertise and capability programs/initiatives as well as measuring the impact and return on investment for assessment, coaching, and development programs.

Additional Skills/Capabilities

  • Facilitation and complex project management experience (e.g., project plans, status reports, communication plans, risk management plans, milestones, deliverable charts); ability to work through project deliverables, via external vendor partners
  • Strong leadership skills; ability to operate as a global thought partner with understanding and appreciation for regional differences is required;
  • Strong presentation skills; can speak across various forums and communicate to broad, diverse audience is required.
  • Proven track record of being a self-starter, independent thinker, and possessing a strong initiative and drive to connect the technical to the business needs.
  • Influence, negotiation and consultative skills are required.
  • Collaborative team player with drive to create a positive and inclusive work environment is required.
  • Demonstrated skill in creating HR strategies/processes that take regional differences into account.
  • Experience managing global projects and key internal stakeholder partnerships is preferred.

#cb

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