À propos de ce poste Sr. Director, Talent Acquisition and Management chez Primient
About Primient
Primient is a century old company with an entrepreneurial spirit. We are a leading producer of food and industrial ingredients made from plant-based, renewable sources. We deliver value through deep technical, commercial, and operational excellence that is backed by our long-standing corn wet milling heritage. Wherever we are in the process, from field to customer, our priorities are focused on ensuring we produce the safest, highest quality products through practices that uphold both our responsibility and commitments to the challenge and drive for excellence, our people and our planet. We are a privately held company with locations across the US, Mexico, Poland, and Brazil. We’re investing in our plants and people to unlock our potential in the industrial and food sectors. Guided by our values of Safety, Excellence, Integrity, and Growth, we’re focused on growing our business, our reputation, and the career of every teammate.
About the Role
Provides strategic leadership for Primient's integrated Talent Acquisition, Multicultural Affairs, Talent Management, Organizational Development, Learning, and Culture functions. Translates business and workforce priorities into strategies that strengthen talent pipelines, leadership capability, organizational effectiveness, employee engagement, and business performance. Serves as a trusted advisor to the CPO, HR Leadership Team, and senior business leaders while leading the Talent function through accountable leadership, effective governance, data-driven decision-making, and continuous improvement.
Key responsibilities:
Integrated Talent Strategy: Develop and execute an enterprise talent strategy that aligns talent acquisition, development, performance, succession, and culture with Primient's business priorities.
Talent Acquisition & Workforce Planning: Lead recruitment strategy, workforce planning partnerships, sourcing, and talent pipeline development to meet current and future business needs.
Recruitment Excellence & Employer Brand: Oversee recruiting processes, technology, hiring manager effectiveness, candidate experience, university partnerships, and employer branding to improve hiring quality, speed, and effectiveness.
Talent & Performance Management: Lead enterprise talent reviews, succession planning, performance management, career development, and internal mobility to strengthen organizational capability and critical-role readiness.
Leadership Development & Learning: Establish leadership development and learning strategies that build critical skills, strengthen leadership pipelines, and deliver measurable business outcomes.
Organizational Development & Effectiveness: Partner with business and HR leaders on organizational design, capability assessments, change management, and workforce transformation.
Culture & Employee Engagement: Lead strategies that strengthen organizational culture, employee engagement, leadership behaviors, and accountability for meaningful action.
Executive Partnership: Advise the CPO, HRLT, and SLT on talent risks, workforce priorities, succession, organizational effectiveness, and opportunities to strengthen business performance.
Functional Leadership & Governance: Lead and develop Talent function leaders, establish clear accountabilities, prioritize resources, manage vendors and budgets, and drive consistent execution across the enterprise.
Talent Analytics & Continuous Improvement: Establish KPIs, evaluate talent outcomes, optimize HR technology and processes, and use data to improve effectiveness and business impact.
About You
Knowledge
•Talent Acquisition & Recruitment Strategy
•Talent Management & Succession Planning
•Performance Management & Career Development
•Leadership Development & Organizational Development Organizational Culture & Employee Engagement
•Workforce Planning & Business Acumen
•HR Technology, People Analytics & Talent
Skills
•Strategic Planning & Execution
•Talent Acquisition Strategy & Pipeline
•Stakeholder Management & Executive Influencing
•People Leadership, Coaching & Development
•Change Management & Organizational Effectiveness
•Program Management & Prioritization
•Data Analysis & Performance Measurement
•Financial & Vendor Management
Mindsets
•Strategic Thinking
•Enterprise Collaboration
•Accountability & Results Orientation
•Adaptability
•Continuous Improvement
•Inclusive Leadership
•Integrity & Ethical Judgment
•Growth Orientation
Required or Recommended Education and/or Certifications
•Bachelor’s degree in HR, Business or related field; advanced degree preferred.
Required or Recommended Work Experience
•Typically 15+ years of progressive HR/Talent experience, including senior enterprise leadership and leading leaders.
•Demonstrated ownership of multi-year strategy, enterprise transformation, budgets and measurable business outcomes.
•Experience with organizational design and development
•Experience with M&A’s
Total Rewards
The annual pay range estimated for this position is $205,820.00 - $257,275.00 and is bonus eligible.Please note that while this range reflects the full spectrum of compensation available for this role, individual compensation will be determined based on several factors including your experience, skills, and alignment with the role's responsibilities. During the interview process there will be an opportunity to discuss how your background fits into the pay range.
We offer a comprehensive Total Rewards package that our U.S. colleagues and their families can count on, which includes:
Competitive Pay
Multiple Healthcare plan choices
Dental and vision insurance
A 401(k) plan with company and matching contributions
Short- and Long-Term Disability
Life, AD&D, and Voluntary Insurance plans
Paid holidays & vacation
Floating days off
Parental leave for new parents
Employee resource groups
Learning & development programs
Fun culture where you have an opportunity in shaping our future
Career Path & Culture
Primient is committed to a workplace that is all in – ensuring everyone has the opportunity to develop and shape a career that matters in an open culture which embraces equity, diversity and belonging. We challenge old ways of thinking; and encourage employee voices to be a guiding force for ongoing learning.
Primient supports a culture of inclusion that respects individual strengths, views, and experiences. We believe our differences make better decisions, drive excellence, and deliver better business results. Primient employees experience autonomy and accountability in their role. Here, employees control their destiny as there is opportunity for career growth and pathways outside the norm.
Diversity, Equity, Inclusion & Belonging
We are believers in the power of difference. We strive to represent the communities in which we operate and to provide an inclusive, welcoming environment for all. We want Primient to be a place where every employee feels they belong and knows they are seen, heard, valued and safe to speak up. Our aspiration is to unlock the full potential in diverse perspectives, while offering everyone an equal chance to grow,
Primient is an equal opportunity employer, committed to the strength of an inclusive workforce.
California Consumer Privacy Act ("CCPA")
The Company is committed to complying with the California Consumer Privacy Act (“CCPA”) and all data privacy and laws in the jurisdictions in which it recruits and hires employees. We collect the following categories of personal information for the purpose of hiring the best qualified applicants and to comply with applicable employment laws: Name and contact information; Job preference and work availability; Social Security Number and/or other identification information; Education and qualifications; Employment history and experience; Military service; Reference and background check information, including relevant criminal history and credit history; Social media information; Pre-employment test results; Post-offer medical examination information and results, including drug test results; Voluntary self-disclosure information regarding minority, veteran, and disability status; and Information provided by you during the hiring process.
