What You Need To Know

Open your future to incredible career potential. Work for an industry-leader who invests in their people. Southern Glazer’s Wine & Spirits is North America’s preeminent wine and spirits distributor, as well as a family-owned, privately held company with a 50+ year legacy of success. We were named by Newsweek as a Most Loved Workplace and are included on the Forbes lists for Largest Private Companies and Best Employers for Diversity.

As a full-time employee, you can choose from a full menu of our Top Shelf Benefits, including comprehensive medical and prescription drug coverage, dental and vision plans, tax-saving Flexible Spending Accounts, disability coverage, life insurance plans, and a 401(k) plan. We also offer tuition reimbursement, a wellness program, parental leave, vacation accrual, paid sick leave, and more.

At Southern Glazer’s, you’ll enjoy an environment where continuous learning and growth are supported and experience a culture where you are respected, and your voice is heard. If you’re looking to fill your glass with opportunity, come join our FAMILY.

Overview

The Director of Talent Cultivation will partner with our Executives and Human Resources to impact our business strategy, identify the talent needed to accomplish our strategy and ensure we have the right talent to fill top roles in the organization. This includes overseeing the design, development, implementation, and ongoing enhancement of programs that support the development and promotion of talent identified on succession plans. The Director serves as a strategic partner to HR and business leaders, delivering advanced programs and consulting services to address the needs of a highly complex and large-scale organizational structure. This position partners and upskills Field HR and Centers of Excellence teams to implement and execute the enterprise-wide Talent Cultivation Strategy. The role will consult and coach leaders on a variety of talent cultivation opportunities including, but not limited to, succession planning, career pathing, and executive development to ensure the organization addresses both current needs and is equipped for future growth.

Primary Responsibilities

• Lead the design, enhancement, and implementation of Succession Management and Talent Cultivation for the enterprise to identify and develop the internal bench of top talent to fill our executive-level positions.

• Lead the design, enhancement, and implementation of New Leader Assimilations and Executive Development Planning to ensure speed to performance for leaders and teams when assuming new roles.

• Lead the design, enhancement, and implementation of Performance Management for the enterprise to ensure that all People Leaders are equipped to consistently conduct effective conversations that improve employee performance.

• Lead the design, enhancement, and implementation of Strategic Partnership Programs including: Mentorship/Sponsorship, Speed Networking, and Job Shadowing to connect talent with others that can support their career growth.

• Upskill Field HR, Centers of Excellence, and Business Leaders to consistently and effectively execute Talent Cultivation Programs.

• Build and maintain strong, trusted relationships with Executives, Field HR, and Centers of Excellence to fully understand the business and provide strategic developmental recommendations for leaders identified on succession plans and create talent slate recommendations based on succession planning data and insights.

• Partner with the HR Technology Team to enhance and maintain Talent Management modules and permissions in SG Connect (SuccessFactors).

• Partner with People Analytics to create and maintain a Talent Dashboard that provides indicators of strength and depth of the talent pipeline/bench, measures the return on development investment, and tracks movement against strategic talent needs.

• Strategize with Program Managers to establish key milestones, monitor progress, enhance materials, create resources, manage budget, and upskill others to consistently execute Talent Cultivation Programs.

• Provide oversight, direction, and coaching to the Talent Management team to foster a spirit of teamwork, continuous improvement (programs and individual development), inclusion, and healthy conflict resolution to enable each employee and the department to succeed.

• Provide guidance and subject matter expertise to collaboratively implement solutions and build key stakeholder knowledge, skills, and abilities in the following key areas: Talent Reviews and Calibration, Succession Management, Performance Management, Strategic Partnerships, Executive Development Planning, and Talent Cultivation.

• Oversee, create, and manage the budget for all Talent Cultivation Programs.

• Perform other job-related duties as assigned.

Minimum Qualifications

• Bachelor’s Degree plus ten years of experience; or an equivalent combination of education and experience

• Rive years of experience directly supervising others

• Demonstrated knowledge of designing and implementing organization-wide talent management processes and programs including talent reviews, calibrations, succession planning, development framework, and performance management

• Demonstrated knowledge of coaching concepts and methods to encourage, motivate, and guide individuals or teams in learning and improving the effectiveness

• Strong customer focus to effectively and quickly build relationships with senior business leaders and establish trust, respect, and confidence

• Project Management skills to handle multiple projects simultaneously remains flexible in a demanding work environment, and adapt to rapidly changing priorities

• Ability to develop creative solutions and drive effective organizational change

• Ability to use, administer and debrief career tools, psychological instruments, and multi-source assessments

• Strong analytical, leadership and verbal/written communication skills

• Interpersonal and presentation skills necessary to effectively communicate, update, persuade, and/or facilitate discussions with all levels of management

• Ability to Travel: domestically, up to 50%

Physical Demands

• Physical demands with activity or condition for a considerable amount of time include sitting and typing/keyboarding using a computer (e.g., keyboard, mouse, and monitor) or mobile device

• Physical demands with activity or condition may occasionally include walking, bending, reaching, standing, and stooping

• May require lifting/lowering, pushing, carrying, or pulling up to 45lbs

EEO Statement

Southern Glazer's Wine and Spirits, an Affirmative Action/EEO employer, prohibits discrimination and harassment of any type and provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Southern Glazer's Wine and Spirits provides competitive compensation based on estimated performance level consistent with the past relevant experience, knowledge, skills, abilities and education of employees. Unless otherwise expressly stated, any pay ranges posted here are estimates from outside of Southern Glazer's Wine and Spirits and do not reflect Southern Glazer's pay bands or ranges.

Southern Glazer's Wine and Spirits provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.