Description

　　Kenvue is currently recruiting for:

　　Head of Succession Management & Assessments

　　This position reports to the Chief Talent and Diversity Officer and is based in Skillman, NJ and leadership will review on case-by-case basis, any remote/hybrid requests.

　　Who we are

　　At Kenvue, we realize the extraordinary power of everyday care. Built on over a century of heritage and rooted in science, we're the house of iconic brands - including Neutrogena, Aveeno, Tylenol, Listerine, Johnson's and BAND-AID Brand Adhesive Bandages that you already know and love. Science is our passion; care is our talent. Our global team is made up of 22,000 diverse and brilliant people, passionate about insights, innovation and committed to delivering the best products to our customers. With expertise and empathy, being a Kenvuer means having the power to impact the life of millions of people every day. We put people first, care fiercely, earn trust with science and solve with courage - and have brilliant opportunities waiting for you! Join us in shaping our future-and yours. For more information, click here.

　　Role reports to: Chief Talent and Diversity Officer

　　Location: Skillman, NJ

　　Travel %: 20%

　　Pay: $160,000 to $276,000 (if compliant with country laws)

　　What you will do

　　The Head of Succession Management & Assessments is responsible for designing and implementing a global enterprise-wide strategy for Organization Capability and Succession, philosophy, practices, rhythm, and supporting tools partnering closely with HR leaders and key stakeholders. They are accountable for integrating enterprise Organization Capability and Succession information to draw strategic insights that enable the organization to identify, develop, track and retain key talent, ultimately driving talent decisions that improve business outcomes and optimize workforce investments.

　　Key Responsibilities

　　The role will advance approaches to performance and drive leadership behavior in ways that ensure positive stakeholder experiences (EC, HREC, CGC, Presidents, etc.) and that leverage new technologies and approaches (e.g., AI, machine learning). Human-centered design / design thinking is critical for success in this role.

　　The role will effectively managing how the Company measures employees and teams to inform performance and enterprise leadership behavior.

　　The role will develop Succession guiding principles, objectives and supporting framework processes and tools; ensure they are reviewed and amended as needed, based on external changes (legislation, laws) and/or internal processes and practices. The role will determine enterprise organizational capability needs that inform the global talent strategy for the Company.

　　The role will define comprehensive and sustainable Enterprise Succession Strategy(s) that support the long- term enterprise Talent Management strategy and business goals of the Company.

　　The role will provide direction, requirements and governance oversight to HR with respect to the execution of enterprise Succession initiatives and processes.

　　The role will provide leadership and guidance on defined strategies and programs to Talent Management peers globally, as well as senior leadership and HR to ensure consistency.

　　The role will develop strategy for defining what good looks like for leadership ("The How") across the organization and our enterprise leadership model and ensure alignment with Global Talent Management strategies. Ensure integration with Development, Learning, and Talent.

　　The role will oversee development of Leadership model practices and tools that are embedded into our talent management practices.

　　The role will also be a key global advisor on job architecture to provide organizing structure for aligning jobs and job leveling within the Company. The role will advise on the alignment of jobs located in multiple regions or across different lines of business and ensure an integrated framework for the organization and employees.

　　The role will drive consistency, competitiveness and efficiency among HR policies and practices and clarify the distinctions among levels to support career development.

　　The role will serve as a global Enterprise Succession, Leadership Model and Assessment subject matter expert, developing suitable strategies and proactively monitoring and leveraging industry leading practices and building external relationships.

　　The role will use data and analytics to make decisions, ensuring competitive posture as well as consistency across the Company. The role will ensure that comprehensive processes are in place to measure the effectiveness of Succession Strategy and associated practices.

　　The role will understand customer requirements and define the Key Performance Indicators that are critical for quality of tracking and evaluation of Succession.

　　The role will utilize benchmarking and industry trend analysis to help identify any Succession issues, such as regulatory changes, determining solutions and documenting agreements for communication to all stakeholders.

　　Qualifications

　　What we are looking for

　　Required Qualifications

　　A minimum education level of Bachelor's Degree

　　A minimum of 8 years within HR, organizational psychology, behavioral science or related discipline, with preference for 5 years in talent management.

　　Proven track record of developing and managing programs and interventions and consulting (internal or external) in this space

　　Experience in human-centered design / design thinking

　　Thought leader experienced in shaping solutions, with strong communication, influencing and collaboration skills

　　Consistently makes informed talent and organization decisions through evidence-based decision making,...

　　Equal Opportunity Employer - minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity