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Moteur de recherche d'offres d'emploi Limagrain

Global Organizational Development Lead


Vacancy details

General information

Organisation

An agricultural cooperative and an international seed group owned by French farmers, Limagrain is driven by its purpose: cooperating for the progress of agriculture everywhere, for everyone. Focused on the genetic progress of plants, Limagrain breeds, produces and distributes field seeds, vegetable seeds and agri-food products
HM.CLAUSE, Business Unit of Group Limagrain, is an innovative global leader in the development, production, and commercialization of vegetable seeds. HM.CLAUSE belongs to the top 5 vegetable seed entities in the world. With over 2,000 varieties in more than 20 vegetable crops, HM.CLAUSE provides innovative solutions to growers worldwide.  

Reference

2021-6829  

Location

Company

HM CLAUSE

Position description

Function

SUPPORT FUNCTIONS - HR

Employment Type

Regular Full Time

Main Goal

Develop and lead the implementation of the HM.CLAUSE (HMC) Organizational Development HR strategy globally and oversee the activities in each region aiming to achieve the company's short, mid and long term HR People & Culture objectives in alignment with the company's strategic vision of becoming the company of Choice by 2027. Achieve operational targets set for HR OD as part of the multi-year roadmap by assuring good levels of collaboration and coordination with other departments and divisions of the company, as well as the Limagrain Vegetables Seed Division (LVS).

Carry out these activities in collaboration and coordination within the regions and countries where the company operates, and in accordance with the LVS and HMC values related to environmental sustainability, employee well-being, and with its corporate social responsibility principles.

Job description

Essential Duties and Responsibilities

Culture: Assess engagement climate and culture of the organization, make recommendations to meet key initiatives effectively and continue to help HR and HMC in becoming the Employer/Company of Choice by embracing the People and Culture HR evolution. Act as scout and change agent in support of cultural changes within the company. Act as the ambassador for the organizational culture and values ensuring they are upheld and embedded. Lead engagement and culture initiatives implementing the actions and projects that will help us to become the Company/Employer of Choice by 2027.

Engagement: Drive an engagement strategy and roadmap that involves and aligns the leaders and employees in the organization in support of the Business Transformation Globally and Regionally while generating continuous improvement.

Diversity & Inclusion: Lead and champion D&I existing efforts coordinating committees and actions at global and regional levels. Further develop the strategic roadmap, projects and actions that support this strategic initiative.

Organization & Leadership Development: Provide organizational development expertise, including but not limited to strategic planning, systems thinking, change management, consulting, leadership development, and coaching, team formation and development, and facilitation. Actively participate in global and regional meetings, i.e., G100 team development and annual meetings.

Promotion of the Learning Company Culture: Design and deliver strategies to promote and reinforce the Learning Company initiative as a living culture where expertise is transferred to new generations and upskilling of the existing workforce is being deployed.

Annual Training Plans: Oversee the development and implementation of effective learning management systems and processes.

Talent Management: Develop and drive a talent management process that supports the continual development and upgrading of leadership to support and accelerates business transformation with a planned approach from hiring to performance appraisals to people reviews and succession planning programs.

Performance Management: Develop and establish the appropriate organizational performance management systems and processes in alignment with the company strategic roadmap and the company's defined competency model.

Talent Review & Succession Planning: Oversee the development of common processes, tools, and templates to support the global/regional talent reviews and cycles for all functions at all levels of the organization.

Profile

Essential Duties Continued:
Internships and New Talent Development: Ensure the effective implementation of programs, policies and processes for all interns and future talents in the pipeline. Establish a system to guarantee a productive and pleasant experience for all interns through the design and designation of concrete, relevant, and challenging projects. Implement activities and actions to foster a sense of commitment and camaraderie among all interns and VIEs. Develop post seedman/woman/internships/VIE program networks that keep talent engaged with the company and with each other. Monitor the trajectory of interns/VIEs upon completion of the program.
University Relations: Identify and maintain active relations with 1-2 academic institutions per region who could potentially become a strategic talent source or effective training provider for HMC. Develop ongoing strategic relations with each institution via regional OD roles using a university relations strategic framework for talent acquisition, learning and development.
Leverage connections with academia and university staff to maintain a positive flow of talent to key positions in the company.
Assess, select, and direct HMC participation in selected university events partnering with TA.
OD Projects Portfolio Management: Assume full accountability for conceiving and executing OD&D projects supporting the strategic roadmap. OD&D project execution shall be tightly coordinated with strategic priorities, including a key leading role, in developing and improving the organizational capabilities by prioritization and simplification of projects and initiatives.
Metrics & KPI'S: Provide global and regional measurement methods that quantify the return on HMC people and OD investments of global and regional HR programs through HR dashboards and scorecards.

Education & Work Experience Required:

· Minimum Bachelor's or master’s degree in Business, Human Resources, Organizational Development, industrial relations, or related field.

· Minimum 7-8 year’s experiences in Human Resources, preferably in vegetable seeds in an international environment with progressive responsibilities.

· Fluent in English; additional language a plus.

Position localization

Job location

America/Carribean, USA, California

Location

260 Cousteau Place, Davis, CA 95618, États-Unis

Candidate criteria

Minimum level of education required

Bachelor's degree

Minimum level of experience required

7 years or more