Job Description
Company Summary
Constellation Brands is a leading international producer and marketer of beer, wine and spirits with operations in the U.S., Canada, Mexico, New Zealand and Italy. We offer a wide range of exciting career opportunities in sales, marketing, operations, production, finance and administration. As a part of the Constellation team, employees are encouraged to improve their skills and performance throughout their careers through various professional and educational development programs. Constellation provides a robust onboarding program in addition to ongoing training initiatives to help employees integrate into the organization quickly and maximize their growth potential.
Position Description
The Manager of Talent Processes and Workday User Experience (UX) is responsible for the management and optimization of talent processes within the organization. This role involves overseeing the day-to-day operations of talent management systems, specifically greater utilization and adoption of our Workday HCM platform, and ensuring that these processes align with the organization's strategic goals. The Manager will partner with cross-functional teams, to streamline processes, deploy new Workday features, and drive continuous improvement in talent management operations. Specifically, this role partners with cross-functional Process Leads, in HR, HR Ops, IT, Talent Acquisition, Talent Development, and Compensation, to drive skills development initiatives, and support the integration of these interdependent processes into a broader Talent First ecosystem.
Responsibilities
Talent Process Management & Delivery:
Partners closely with the Global Talent PMO to project manage and lead execution of the rollout of talent process and workday change efforts, process governance model, and deployment of new features in Workday HCM, and track KPIs to monitor the adoption of processes in real-time.
Delivers on a comprehensive project plan for all talent processes and Workday change efforts (e.g., goal setting, performance reviews, talent review/succession, etc.) delivering on the key phases, timelines, resources, and stakeholders to ensure smooth execution of the rollout across all departments.
Partner closely with IT and HRIS teams to understand the new Workday releases and their potential impact on existing processes and create implementation plans accordingly.
Engage and align with key stakeholders to communicate the benefits, goals, and timelines of the change efforts and continuously monitor the rollout’s progress, identifying and addressing any challenges or roadblocks that arise and make adjustments to the plan as needed to ensure successful implementation.
Develop a clear governance structure that outlines roles, responsibilities, decision-making authority, and communication channels for managing talent processes and Workday initiatives.
Create the detailed documentation of the processes, standards, and policies that will govern the use of Talent Processes within Workday HCM, lead regular governance meetings, and establish approval mechanisms that ensure processes changes are carefully evaluated and approved by the appropriate stakeholders.
Develop and deliver training sessions and create resources for employees to ensure they are well-prepared for the new processes and tools in Workday in partnership with the Talent Development CoE.
Create and proactively manage all talent processes resources, such as manager and employee support resources, HR business partner educational materials, company-wide intranet pages and newsletter items, and related communication templates (emails, talking points) for senior leaders.
Use Workday’s reporting and analytics tools to create real-time dashboards, custom reports, and presentations that are accessible to relevant stakeholders.
Develop strategy and framework for reporting performance-related metrics; effectively communicate key insights to senior leaders; and provide guidance to Talent Partners and HR Business Partners on how to effectively utilize metrics to drive talent management priorities.
Support Change Management initiatives and create comprehensive timeline that outlines all phases of the change initiative, including planning, implementation, testing, and post-launch review.
Plan a series of communication activities, including emails, presentations, town halls, and workshops, to keep stakeholders informed and engaged throughout the change process.
Skills Strategy:
Create a detailed, phased plan for the global rollout of Workday Skills Cloud, Talent Marketplace, and Career Hub which includes timelines, key milestones, resource allocation, and risk management strategies.
Manage the implementation of the skills strategy and partners with Compensation on the job architecture framework within Workday HCM, ensuring it supports global people processes.
Partner with Talent Partners to discuss project progress and align on objectives and timelines for skills analyses projects aimed at identifying essential skills and competencies required for the organization's current/future needs and use these insights to inform talent development and training initiatives.
Develop tools and templates for collecting data on skills and competencies, including questionnaires, assessment frameworks, and skills inventories.
Determine the internal and external data sources that will be used to gather information on skills and competencies, such as employee records, performance reviews, and industry benchmarks.
Conduct a thorough analysis of the collected data to identify gaps in skills and competencies, trends in employee development, and areas for improvement.
Collaborate with Talent Partners and Talent Development CoE to design targeted training and development programs that address identified skills gaps and enhance critical competencies.
Talent Development and Assessments Operations:
Collaborate with the Talent Development CoE to assess the current state of talent development programs and identify gaps or opportunities for integration with other talent management processes.
Establish clear objectives for the integration, such as improving the alignment between leadership development programs and succession planning, enhancing career development pathways, and streamlining performance management processes.
Manage the end-to-end process for employee assessments, including performance reviews, skills assessments, and succession planning evaluations.
Leverage Workday and other HR systems to manage and track assessment processes, ensuring accurate data collection and reporting.
Manage the implementation of new talent development and assessment initiatives, coordinating with cross-functional teams to ensure successful rollouts.
Partner with Talent Development CoE to create and deliver training materials and resources to support the understanding and use of development and assessment tools.
Ensure all talent development and assessment processes comply with legal requirements, industry standards, and company policies.
Use Workday’s analytics and reporting tools to monitor key performance indicators (KPIs) related to the integration, such as employee participation in development programs, alignment with succession plans, and overall impact on talent management outcomes.
Minimum Qualifications
Bachelor’s degree in human resources, Organizational Development, Business Administration, Information Technology, or a related field.
8+ years of experience in Human Resources, talent management, change management, leadership development, talent acquisition, employee engagement, and retention.
3+ years of experience with Workday HCM, HR operations, talent management, HRIS/working with technical SMEs, with a strong focus on process optimization, data analytics, and system management.
Bilingual in English/Spanish strongly preferred
Strong global mindset with the ability to design solutions that are scalable and adaptable across various markets/regions and considers the diverse cultural, economic, and regulatory landscapes that influence the organization.
Proven experience in implementing and optimizing talent processes into a Workday HCM, environment particularly in the areas of job architecture, succession planning, performance management, and learning development.
Advanced project management skills, with the ability to manage multiple projects at once.
Experience researching, evaluating, and recommending best practices in the execution and delivery of talent management processes and manage the implementation of the processes and their effectiveness.
Excellent communication skills, both verbal and written, including strong presentation skills with ability to communicate with all levels of internal and external stakeholders.
Self-starter with high tolerance for ambiguity and comfort working in different circumstances: independently, as a team member, as a project lead, etc.
Strong PowerPoint presentation skills, intermediate excel skills and demonstrated familiarity with basic statistical concepts and analysis.
Physical Requirements/Other
Requirement: 20-30% domestic and international travel required.
Must be able to sit and/or stand for long periods of time and work on a computer for extended periods.
Primary work environment is a professional corporate office
Location
Virtual - US
Additional Locations
Chicago, Illinois, Rochester, New York
Job Type
Full time
Job Area
Human Resources
The salary range for this role is:
$95,500.00 - $201,300.00
This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors including, but limited to, the prevailing minimum wage for the location, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and any other benefits to eligible employees.
Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
Equal Opportunity
Constellation Brands is committed to a continuing program of equal employment opportunity. All persons have equal employment opportunities with Constellation Brands, regardless of their sex, race, color, age, religion, creed, sexual orientation, national origin or citizenship, ancestry, physical or mental disability, medical condition (cancer or genetic characteristics), marital status, gender (including gender identity or gender expression), familial status, military or veteran status, genetic information, pregnancy, childbirth, breastfeeding, or related conditions (or any other group or category within the framework of the applicable discrimination laws and regulations).
Not sure you meet all qualifications? Research shows that women and members of other under-represented groups tend to not apply to jobs when they think they may not meet every qualification, when, in fact, they often do! We are committed to creating a diverse and inclusive environment and strongly encourage you to apply.
