Overview:
This role enables and drives deployment of our talent and performance cycle across Nomad Foods, partnering closely with the HR community to ensure excellent execution of our People cycle activities across the business. Continuously improves and simplifies our processes and approach, to deliver an easy to use experience for line managers and employees.
Responsibilities:
Activate performance and talent cycle Operationalises the annual performance and talent cycle, working in partnership with Reward to define timings, and drives execution of key processes and timelines through the HR community, with a bias towards delivering value, not just process. Owns, improves and delivers the performance and talent cycle, processes and tools ensuring HRBPs are enabled to execute. Creates and maintains toolkits to enable implementation via the HR community. Acts as the COE “product lead” for the performance and talent technology solutions, working with the HRIS team to ensure the system is set up to effectively deliver the overall cycle. Works in partnership with the Learning & Development team to ensure alignment and seamless process that bridges between goals and interventions. Works closely with Internal Comms team to plan and manage comms and engagement of performance cycle.
Support delivery of leadership talent activities Supports the HRD COE with deployment of the senior leadership talent and performance cycle, including (but not limited to) succession / workforce planning, performance calibration, leadership assessment and leadership development for ELT+ population. Coordinates and manages the annual plan, ensuring materials are prepped for Exec discussions. Manages and analyses the data to spot trends, suggest opportunities and manage discrete initiatives that arise. Keeps an eye on the external trends in this space, bringing best practice that is relevant and helps advance the talent and leadership agenda.
Tracks and measures against defined standards Partners with the HRD COE to shape and define the performance, talent and leadership standards and metrics for Nomad Foods. Establishes relevant and simple to use dashboards that provide reporting and insights for talent and performance related measures in a timely manner. Analyses and presents data in a simple to understand way. Uses external and internal inputs to help provide narrative and tracking of key performance and talent initiatives. Able to synthesise and present complex, detailed information in a simple way to convey impactful messages.
Embeds our values in everything we do Takes a proactive approach to ensure our values are adopted and embedded through all key products and processes within the remit of this role. Creates tools and initiatives that support seamless change management to embed our new values. Ensures inclusivity is at the heart of how we construct our approach for talent and performance products and ensuring this is embedded through the tools and activation of processes.
Qualifications:
Expertise and experience in talent management and performance
Well developed diagnosis skills to uncover root cause and develop simple solutions to address challenges
Confident working with technology to enable process
Drive & curiosity – desire to challenge status quo and think differently about application to business challenges
High outcome orientation – understands what it takes to drive cross business implementation and strong relationship building and resilience to drive execution
HRBP experience advantageous
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Responsibilities:
Activate performance and talent cycle Operationalises the annual performance and talent cycle, working in partnership with Reward to define timings, and drives execution of key processes and timelines through the HR community, with a bias towards delivering value, not just process. Owns, improves and delivers the performance and talent cycle, processes and tools ensuring HRBPs are enabled to execute. Creates and maintains toolkits to enable implementation via the HR community. Acts as the COE “product lead” for the performance and talent technology solutions, working with the HRIS team to ensure the system is set up to effectively deliver the overall cycle. Works in partnership with the Learning & Development team to ensure alignment and seamless process that bridges between goals and interventions. Works closely with Internal Comms team to plan and manage comms and engagement of performance cycle.
Support delivery of leadership talent activities Supports the HRD COE with deployment of the senior leadership talent and performance cycle, including (but not limited to) succession / workforce planning, performance calibration, leadership assessment and leadership development for ELT+ population. Coordinates and manages the annual plan, ensuring materials are prepped for Exec discussions. Manages and analyses the data to spot trends, suggest opportunities and manage discrete initiatives that arise. Keeps an eye on the external trends in this space, bringing best practice that is relevant and helps advance the talent and leadership agenda.
Tracks and measures against defined standards Partners with the HRD COE to shape and define the performance, talent and leadership standards and metrics for Nomad Foods. Establishes relevant and simple to use dashboards that provide reporting and insights for talent and performance related measures in a timely manner. Analyses and presents data in a simple to understand way. Uses external and internal inputs to help provide narrative and tracking of key performance and talent initiatives. Able to synthesise and present complex, detailed information in a simple way to convey impactful messages.
Embeds our values in everything we do Takes a proactive approach to ensure our values are adopted and embedded through all key products and processes within the remit of this role. Creates tools and initiatives that support seamless change management to embed our new values. Ensures inclusivity is at the heart of how we construct our approach for talent and performance products and ensuring this is embedded through the tools and activation of processes.
Qualifications:
Expertise and experience in talent management and performance
Well developed diagnosis skills to uncover root cause and develop simple solutions to address challenges
Confident working with technology to enable process
Drive & curiosity – desire to challenge status quo and think differently about application to business challenges
High outcome orientation – understands what it takes to drive cross business implementation and strong relationship building and resilience to drive execution
HRBP experience advantageous
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