TALENT AND HUMAN RESOURCES MANAGER

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1 TALENT AND HUMAN RESOURCES MANAGER The W.K. Kellogg Foundation is recruiting for a Talent and Human Resources Manager to lead and manage learning and development initiatives to support and advance the foundation s mission. Reporting to the Vice President of Talent and Human Resources, the portfolio for the Talent and HR Manager includes a dynamic range of duties spanning from strategy development and thought leadership to tactical day-to-day talent operations and generalist HR duties. The ideal candidate will be motivated by the W.K. Kellogg Foundation s mission and contributor role as described with the relationship skills, experience, mindset, knowledge and education to collaboratively lead and manage a holistic talent development program. The passion for the mission and service to the greater good must be coupled with the ability to connect and align priorities with the foundation s strategic goals. History and mission The W.K. Kellogg Foundation was founded in 1930 as an independent, private foundation by breakfast cereal pioneer Will Keith Kellogg, is among the largest philanthropic foundations in the United States. Guided by the belief that all children should have an equal opportunity to thrive, the foundation works with communities to create conditions for vulnerable children so they can realize their full potential in school, work and life. The Kellogg Foundation is based in Battle Creek, Michigan, and works throughout the United States and internationally, as well as with sovereign tribes. Special emphasis is paid to priority places where there are high concentrations of poverty and where children face significant barriers to success. The foundation priority places in the U.S. are in Michigan, Mississippi, New Mexico and New Orleans; and internationally, are in Mexico and Haiti. In recent years the Kellogg Foundation has sharpened its focus, concentrating on three key factors of success and their intersections: education and learning; food, health and well-being; and family economic security. Across these three areas, the foundation has sought opportunities to promote racial equity and healing, build a critical mass of engaged volunteers, and expand the reach and influence of the philanthropic community. Poised for continued expansion, the foundation is enhancing its deep commitment to and investment in recruiting, developing and retaining best-in-class professionals to advance its mission. For more information about the Kellogg Foundation, visit

2 Scope: Talent Development and Management The W.K. Kellogg Foundation recognizes that active investment in the recruitment, development and retention at all levels of its approximately 200 staff members is critical to the success of its mission within the context of a constantly changing landscape in philanthropy. There are many areas of recent and anticipated change at the foundation including a new president and governance model; continued staff growth and a continual increase of focus on measuring impact. The Talent and Human Resources team works collaboratively to effectively serve the greater organization through the full range of coordinated HR disciplines: staff planning; recruiting; employee relations; talent learning and development; performance management; compensation; benefits; compliance; racial equity, diversity and inclusion; and the information systems for all HR-related records and data. Vision for success: Opportunities and Challenges The Talent and HR Manager will join an extraordinary team of professionals deeply committed to advancing the mission of improving health and well-being for all children. Reporting to the VP of Talent and Human Resources and working in close collaboration with the HR team, Learning Committee and various key stakeholders, the Manager will assess current talent development programs and initiatives; develop and execute new programs and initiatives; and serve as a thought leader and trusted advisor for the staff. Four identified areas of focus include: 1.) Strategy for learning outcomes. Assess and build upon the current talent development strategies across the foundation. This will involve learning what is currently working / not working with an eye on continuous improvement while honoring the history and legacy of the foundation. Specifics include: tying learning strategies to broader organizational goals and HR and related programs; developing and recommending tactical plans for delivery such as coordinated project timelines, build, borrow or buy tactics, appropriate vendor vetting and selection; and in-house development and delivery. The challenges include: competing priorities for time, attention and budget; multiple areas of ongoing change within the foundation itself and in the field of philanthropy in general; and a wide range of diverse needs of individuals and departments within the foundation. 2.) Learning culture. Lead efforts to build a culture of learning and development that integrates WKKF s mission to all aspects of program enhancement and outcomes and also empowers and encourages WKKF professionals at all levels to broaden, deepen, and diversify their skill and knowledge. Learning and development programs must all be based on the ideal of having an unconditional positive regard for the individual employees. As a subject matter expert and in collaboration with the VP of HR and key leadership, s/he will align the learning strategy to broader organizational goals. Key deliverables include: the design, development and initiation of specialized learning programs to build the required professional and technical proficiencies; assess, create and adjust training curriculum in response to organizational needs, staff input and

3 feedback, and new available offerings and programs. The challenges include: developing and implementing a comprehensive and yet practical learning culture that addresses technical, content knowledge and relationship-based learning and development; accommodates different learning styles; and optimizes opportunities to serve the mission of the foundation and personal development of the individual. 3.) Thought leadership in philanthropy and the community. Support and contribute to an approach to mission fulfillment that inspires service and shared learning to communities and the philanthropic community. The current central areas of focus areas are: Art and Science of Grantmaking, Ethics, Culture and Compliance, Racial Equity, Diversity and Inclusion and Customer Service. The charge for the Talent and HR manager will be to review, revise and enhance existing programs and coordinate new related initiatives and strategies. The challenges are in developing and maintaining a collaborative approach that supports and encourages: a shared vision for continuous improvement; a critical and challenging mindset, the ability and discipline to evaluate, systematically measure progress, and adjust / adapt as needed. The manager s role would support these efforts through assessment, individual and group coaching, facilitation and mapping of both process and progress. 4.) Technology. Utilize new or existing technologies and delivery systems to streamline existing learning and development offerings and ensure professional development is accessible to the entire WKKF team. The Talent and HR manager will provide leadership with strategic, functional and technical expertise on HRIS and HR analytics to support effective measurement of related performance. This will involve coordinating with the HR team and Information Systems and Technology on the further development and roll-out of an LMS, integrated performance management and goal setting modules, and technical requirements for delivery, communication and evaluation of talent development programs. First-Year Deliverables Within the first year, the Manager will be expected to provide guidance to the Executive Council as well as be able to articulate the vision for the learning and development programs. To this s/he must: Understand how the W.K. Kellogg Foundation operates including its history and values. For anyone new to philanthropy, an understanding of grantmaking in general. Learn about the organizational culture as a whole. Develop trusting consultative relationships with key stakeholders and establish credibility with all levels of management to enable successful implementation of initiatives. Evaluate existing talent and drive changes to insure the appropriate level of skills and experience needed to accomplish the organization s short and long-term goals. Build and guide development for key people/positions including skill gap analysis. Through listening and guided inquiry, determine the top priorities for talent development and begin building a program to support the plan. With an eye to adult learning, the talent development plan

4 will span across the aspirational goals of a true learning organization through the feet on the ground technical training needed for an up-to-date competent workforce. Qualifications: Profile of the ideal candidate The ideal candidate will be motivated by the W.K. Kellogg mission and contributor role as described with the relationship skills, experience, mindset, knowledge and education to collaboratively lead and manage a holistic talent development program. The passion for the mission and service to the greater good must be coupled with the ability to connect and align priorities with the foundation s strategic goals. The following qualifications and attributes are the required or strongly preferred attributes of an ideal candidate. These are organized by category, not by level of importance. The intent for this list is to both inform candidates of ideal and to attract candidates with as many of these qualifications as possible. Not all the qualifications are designated as being required or preferred. For these, the aggregate and combination of skills and experience will be used to assess candidates. Education, certification and years of experience Master s degree in a related field, with 8+ years of related experience, a demonstrated understanding of foundation, mission-related or not-for-profit administration and relevant certifications (e.g. CPLP, PHR/SPHR, SHRM-CP/SCP) is preferred. Bachelor s degree with 5 years minimum related experience as well as a commitment to fulfill the preferred list above is required. Demonstrated Expertise Expertise in the design, development and implementation of talent management strategies, programs, best practices and processes. Significant skill in the areas of linking learning and development programs to organizational outcomes including competency development, design and delivery of evaluation of learning programs, recruitment, performance management and other HR programs such as total rewards, policy and internal communications. Balanced abilities in strategic thinking, intellectual curiosity and execution/project management - Strategic thinking: the ability to engage in strategic, creative and conceptual thinking and support recommendations with facts and data. Demonstrated capacity to translate concept and strategies into action including creating and launching well-defined and operationally efficient systems, practice and processes. - Intellectual curiosity: understands both the issues and theories but also understand other s thought processes and insight positive contagions of learning and creativity. - Execution: strong project management skills including the ability to multitask and meet targets within designated budgets and timeframes. Demonstrated adaptability, flexibility

5 and resourcefulness in setting priorities and in managing both time and resources in a dynamic environment. Excellent communication skills including oral, written, presentation, facilitation and listening. Ability to effectively listen, collect, analyze, interpret, synthesize, translate and present data, information, feedback, findings and plans to broad and diverse audiences. Experience, skill and knowledge with e-learning platforms including developing, launching, promoting, managing and administering is preferred. Leadership, Interpersonal skills, and mindset The gravitas of a thought leader and adaptability to be a strong team collaborator. An optimistic and inspiring outlook with a sense of humor, low ego, high integrity, perseverance, and the patience and wisdom to work effectively in a demanding and highly rewarding field of work. Excellent interpersonal and relationship building skills, and a work style combining respectful collaboration with disciplined productivity. The demonstrated ability to communicate and work effectively across and at all levels within the organization and with external vendors, partners and constituents is required. Highly developed emotional intelligence and active listening skills. The ability to have authentic dialogue, maintain sensitivity and uphold integrity and trust by maintaining confidentiality, discretion and an unconditional positive regard for others. An enthusiastic, collaborative, hands-on approach to developing, motivating and supporting a diverse, high-performing, talented, committed staff. Demonstrated commitment to inclusive practices in communicating, hiring, retention and talent development programs is required. Ability to thrive and achieve results without close oversight while remaining open and flexible to input and direction from multiple stakeholders. WKKF is an Equal Opportunity Employer and shall continue to adhere to principles of Equal Employment Opportunity to ensure that all applicants and employees are considered for hire, promotion, pos8ition status and other employment actions without regard to race, religion, color, national origin, age, gender, handicap, genetic information or veteran status. Compensation: An attractive compensation package will be provided to the successful candidate. Generous and comprehensive employee benefits package. To Apply All inquiries, nominations, letters and resumes may be submitted to: Ellen Romberg, Partner Battalia Winston Electronic submission of credentials is required.

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