VP ETP Workforce Strategy & Talent Architecture

Location

Miramar, FL | United States

Job description

What You Need To Know

Open the door to a groundbreaking tech career with an industry leader. Southern Glazer’s Wine & Spirits is North America’s preeminent wine and spirits distributor, as well as a family-owned, privately held company with a 50+ year legacy of success. To create a new era in alcohol beverage sales and service, we’re heavily invested in the most transformative new technologies – and the most brilliant tech professionals. Southern Glazer’s was named by Newsweek as a Most Loved Workplace and is included on the Forbes lists for Largest Private Companies and Best Employers for Diversity.

As a full-time employee, you can choose from a full menu of our Top Shelf Benefits, including comprehensive medical and prescription drug coverage, dental and vision plans, tax-saving Flexible Spending Accounts, disability coverage, life insurance plans, and a 401(k) plan. We also offer tuition reimbursement, a wellness program, parental leave, vacation accrual, paid sick leave, and more.

We offer continuous learning and career growth in a fast-paced environment where you are respected, your voice is heard, and technology is part of our strategy for success. If you’re looking to fill your glass with opportunity, come join our FAMILY.

Overview

Build and implement a strategy to meet ETP’s objective of becoming an Employer of Choice while enabling the shift of ETP to future technology work. 
The strategy will allow SGWS to attract, develop, and retain top Technology talent supported by the overall SGWS HR framework, and cover the Work (What is the work), Work Force (Who does the work) and Work Place (Where the work is done).

• “What” will focus on how new technologies will change jobs in ETP
• “Who” will focus on how the technology workforce tomorrow will be different than todays, how will jobs and roles change and what skills and capabilities will be needed.  Enabling current workforce to adapt and upskill in new ways of working.
• “Where” will focus on how the workplace should be designed to support the workforce and the future technology work required.

This role will be responsible for building a training curriculum for existing workforce and helping the workforce to adapt to new ways of working.  Build a network of relationships with universities, vendor partners, and the IT community to build the reputation of ETP as an employer of choice.  Build a team both internally and through our partner network to deliver measurable results  In this role he/she is expected to work collaboratively with IT leadership team to serve them by developing training, recruiting and workplace strategies for the IT department.

Responsibilities

• Drive a culture of learning that will attract, maintain and retain top talent for a high performing team prioritizing cross functional collaboration, time to market and business outcomes
• Develop and execute on a training strategy that covers plans for conferences and events attendance and includes creating visibility in the marketplace and promote SGWS by having team members speak at events Training strategy will focus on expanding ETP’s business knowledge by developing programs that allow our organization to learn the business by partnering with key stakeholders across SGWS; recruiting and intern programs, career pathing and reskilling to build talent through training and experiential learning, programs that support talent development, required training for tenured and new employees and leadership training
• Develop approach to re-skill and re-tool existing workforce on New Technology capabilities.  Approach should consider tailored learning to the individual, interactive delivered in bite-sized chunks (in classrooms, online and hands-on, such as hack-a-thons), heterogeneous where individuals can develop a wide range of technology skills simultaneously to replacing the single career track training and support a more homogeneous enterprise technology landscape
• Partner with the ETP teams: Digital Engineering, Digital Platforms and Commercial Systems, Supply Chain, Corporate Systems, Architecture & Integration, and Data Platforms & Services to understand their talent needs
• Focus on employee engagement by leading engagement efforts and creating a work environment that attracts and retains talent
• Lead and execute a workforce strategy and organizational design that allows ETP to stay on the leading edge of ways of working, and ensuring we have a pipeline of talent to promote continuous improvement and growth.
• Collaborate with ETP domain leads and external ETP senior business stakeholders to design, develop and maintain an innovative workforce, facilities and succession strategy including processes that are supportive of the overall SGWS Technology needs
• Focus on evolving talent to be highly skilled in new technologies such as big data, automation, and analytics, RPA, machine learning, AI, etc. and to embrace the cultural shift from project output to business outcomes. 
• Develop a dynamic approach to source IT talent to enable faster time-to-market.
• Partner with internal and external providers and academic institutions to source a curriculum that  evolves with market and business needs and supports workplace learning that is a continuous activity, rather than something done a few times per year
• Partner with HR and Finance to ensure the current and future year financial implications are communicated and planned into budgets and forecasts
• Work on adapting existing roles and creating new ones to deliver on the new ETP operating model.
• Assess existing workforce and identify skill gaps
• Develop customized, learner-driven training, enhanced by digital technologies such as video, social media, mobile and analytics, online resources
• Provide insight to inform performance metrics and KPIs for overall ETP and how it supports SGWS as well as measure performance and value drivers for this team
• Drive a culture where leaders deliver against priorities set by SGWS and ETP and foster an environment of collaboration and learning and where leaders drive business outcomes such as improved sales and customer service, through a modern digital learning approach and tools coupled with business curriculum and critical technical skills for the digital world

Additional Responsibilities

• Build a culture of learning by defining and tracking learning results that tracks progress and visibility on how the workforce is progressing against learning goals (measured by frequency of participation, employee engagement and business outcomes, rather than completed modules)
• Ensure forward looking planning of annual staffing demands. Proactively identify internal opportunities and external needs
• Provide guidance and oversight in the selection and implementation of tools and technologies that support the workforce strategy
• Manage and develop a team that is responsible for the continuous improvement of the workforce strategy and planning process
• Lead employee engagement efforts
• Develop and communicate organizational objectives; inspire and motivate team members to achieve results; Ensure each employee has clarity of objectives driven by SGWS and IT objectives
• Lead development and implementation of SGWS IT workplace and talent strategy, and drive development and alignment of compensation strategy, workforce planning, performance measurement and training and development
• Lead the development and evolution of the ETP career lattice
• Lead the establishment, facilitation, and monitoring of work force skills, learning and development, career ladders, span of control, succession planning, balance internal/external resources
• Build organizational talent by creating a learning environment that ensures employees realize their highest potential 
• Lead with support from HR, recruiting efforts for new talent including creating connections with appropriate universities and leading internship program
• Evaluates current talent models and recommends shifts based on market practices or optimization opportunities (insource, outsource, offshore, gig, contingent, etc.)
• Over time, build a strategy and recommendation in partnership with the Innovation leader to dramatically enhance IT’s reputation as a “best in class” technology team; build strategy in partnership with other senior executives across SGWS to expand the ETP’s best practices into a Technology COE to support innovation and technology needs across SGWS
• Develop and evolve the ETP career lattice program for the ETP organization

Required Experience

• Minimum Bachelor’s degree
• At least 15 years of broad HR or relevant business experience and expertise in areas of workforce planning and strategy
• At least 15 years of experience in managing a significant IT function
• At least 15 years of experience in the direct management of team members, including assisting in the development, training and assignment of work/projects to other members of a team
• Building great teams by attracting and retaining great people
• Ability to drive change
• Successfully leading enterprise level, multi-million dollar, highly complex programs
• Negotiating with internal and external stakeholders, resolving service issues and reconciling differences
  

Preferred Qualification

• Graduate Degree Preferred (MBA, MS in Information Technology, Computer Science, Engineering or related field)

Specialized Skills and Technologies

• Strong communication skills – written, verbal, persuasion, motivation, facilitation of strong working relationships
• Excellent interpersonal, customer service, analytical/problem solving, problem management, presentation development, presentation, and communications skills
• Ability to collaborate effectively with stakeholders to establish strong partnerships and deliver exceptional value 
• Executive presence and experience working with C-level executives
• Experience working in a matrix and interdependent environment
• Excellent understanding of how people, teams and global organizations work
• Understanding of future technology trends and leading practices
• Ability to promote new ideas, ways or working, and innovations across functions at the executive levels
• Proven strong leadership and strong organizational skills

Travel

• Approximately 25%

EEO Statement

Southern Glazer's Wine and Spirits, an Affirmative Action/EEO employer, prohibits discrimination and harassment of any type and provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.  Southern Glazer's Wine and Spirits provides competitive compensation based on estimated performance level consistent with the past relevant experience, knowledge, skills, abilities and education of employees.  Unless otherwise expressly stated, any pay ranges posted here are estimates from outside of Southern Glazer's Wine and Spirits and do not reflect Southern Glazer's pay bands or ranges.

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