Partner with senior leaders and HR to identify the most important talent, succession, and capability issues and agree on what needs to change.
Turn those issues into specific actions, owners, measures, and next steps, and drive progress against them.
Use Talent Reviews, Succession Planning, Assessments, Development, Skills, Internal Mobility, and hiring to address business talent needs.
Provide clear visibility to what is improving, what is at risk, and where leadership action is needed.
Talent Pipelines & Movement
Strengthen succession pipelines for critical roles and turn succession plans into meaningful development actions and experiences.
Identify opportunities to move talent across BUs and Functions, creating broader talent slates and development opportunities across the company.
Partner with Talent Acquisition and HR Business Partner teams to identify internal candidates and strengthen visibility to talent across the organization.
Identify common capability gaps and connect them to development, experience, skills, or hiring solutions.
Identify talent trends in the external market, compare them to internal talent trends, and provide data-driven insights to BU and Function HR Business Partners to continuously improve talent gaps.
Advise and lead on learning program needs as they arise, partnering with the L&D team and HR Business Partners to offer practical solutions for BUs and Functions.
Partner with Talent COEs to bring broader solutions to needs shared across multiple businesses or functions.
Portfolio & Team Leadership
Lead and develop the Talent Partners supporting BUs and Functions and set clear expectations for strong Talent Partnership.
Bring individual BU and Function views together to highlight the biggest talent risks, actions, and opportunities across the portfolio.
Identify talent and development opportunities that may not be visible when organizations are viewed independently.
Focus leadership attention on the decisions that require sponsorship, talent movement, investment, or removal of barriers.
Required Qualifications
Bachelor’s degree in Human Resources, Organizational Development, Business, Psychology, or a related field.
10+ years of progressive experience in Talent Management, Leadership Development, Organizational Development, HR Business Partnering, or a related HR discipline.
Experience partnering with senior and executive leaders in a complex, global, matrixed organization.
Experience leading teams/people management and working across multiple businesses, functions, or geographies.
Preferred Qualifications
Master’s degree preferred.
Experience supporting global Business Units or enterprise Functions.
Experience with executive talent, leadership assessment, and development.
Experience working within a manufacturing culture.
Knowledge, Skills, Abilities
Demonstrated expertise in succession planning, talent management, leadership development, internal mobility, and organizational effectiveness.
Strong ability to use talent data and insights to identify issues, recommend actions, and measure progress.
Strong consulting, influencing, facilitation, communication, and relationship management skills.
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Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, veteran status, or any other characteristic protected by law.
Accessibility Accommodation
If you are a qualified individual with a disability, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access Jabil.com/Careers site as a result of your disability. You can request a reasonable accommodation by sending an e-mail to Always_Accessible@Jabil.com or calling 727-803-7988 with the nature of your request and contact information. Please do not direct any other general employment related questions to this e-mail or phone number. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.
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