Partenaire d'affaire stratégique planification de la relève

Job Summary  

Reporting to the Director of Talent Planning, the Strategic Succession Planning Business Partner plays a crucial role in identifying, developing and retaining talent within the organization. As such, you will create strategies to ensure a smooth transition of leadership and key positions, aligning with business goals and long-term objectives.  

The role operates in a matrixed organization and will therefore have to build strong partnerships with many different groups, including heads of HR for the multiple categories, business leaders, talent development, talent acquisition, workforce planning etc. to ensure that the organization has the right leaders with the right skills adding value in our most critical roles.  

Key Responsibilities  

Strategic Planning:  

• Develop and maintain a comprehensive succession planning strategy and framework that aligns with the organization’s vision, values, and growth trajectory. 
• Collaborate with senior leadership to understand business goals and identify critical roles that require succession planning. 

Talent Assessment and Identification:  

• Conduct thorough assessments of existing talent within the organization. 
• Identify high-potential employees who can step into key positions. 
• Evaluate leadership competencies, skills, and potential for growth. 

Succession Framework Creation:  

• Design and implement a structured succession planning framework. 
• Define clear guidelines for identifying successors and creating development plans. 
• Establish criteria for evaluating readiness and potential. 

Leadership Development:  

• Work closely with HCDs and Learning & Development teams to create targeted development programs. 
• Provide coaching and mentorship to potential successors.
• Ensure leadership training and exposure opportunities are put in place for identified talent. 

Stakeholder Engagement:  

• Build strong relationships with high-level executives, department heads, and other key stakeholders. 
• Communicate the importance of succession planning and gain buy-in from leadership. 

Risk Mitigation:  

• Anticipate potential leadership gaps due to retirements, promotions, or unexpected departures. 
• Develop contingency plans to address critical vacancies. 

Metrics and Reporting:  

• Establish key performance indicators (KPIs) to measure the effectiveness of succession planning efforts. 
• Regularly report on progress, identify areas for improvement, and adjust strategies as needed. 

Qualifications  

• Experience:  
• Minimum of 5-7 years of experience in HR, talent management, or organizational development. 
• Proven track record in designing and implementing successful succession planning initiatives. 
• Experience working with C-suite executives and senior leaders. 
• Experience in a manufacturing environment preferred. 
• Meticulous and detail oriented. 
• Strong ability to work collaboratively with cross-functional teams and to build partnerships. 
• Ability to manage multiple projects and priorities in a fast-paced environment. 
• Education:  Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree preferred. 

• Must be fluent in French and English.
• Strong analytical and strategic thinking abilities. 
• Excellent communication and influencing skills. 
• Ability to navigate complex organizational structures. 
• Familiarity with talent assessment tools and methodologies. 

Agropur welcomes people from all backgrounds and walks of life. We are proud to be an employer with a diverse community and are committed to providing a respectful and inclusive experience for all employees and applicants. We will therefore work with candidates who request accommodation. Please note that an adequate knowledge of French is required for positions in Quebec.