What You Need To Know

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.

Overview

This role will be responsible for coaching and supporting our management team as we build a training curriculum for existing workforce and support 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.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. Support HR as we deliver the HR Vision for SGWS within ETP.

Primary 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
• Coach and support ETP managers to deliver on the capabilities needs to attract, maintain, and retain talent
• Drive employee engagement and expand diversity and inclusion creating an environment of belonging where each employee can focus on “being your best you”
• Develop approach to upskill existing team to foster growth opportunities for employees while building new technology skills needed as our technology ecosystem evolves.
• Partner with the ETP domain leads: Commercial, Supply Chain, Back Office, BI and Data Management, Infrastructure, Cyber, and OCIO to understand their talent needs and assist with organization deskgh
• 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
• Partner with HR to 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

Additional Primary Responsibilities

• Continue to move ETP forward by modernizing the org design for efficiency and effectiveness
• 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
• Lead the evolution of the ETP career lattice in partnership with HR
• Partner with the CIO to develop and cascade yearly objectives for the ETP team and support updates to the mission and vision of the department to support overall SGWS objectives
• Monitor span of control and balance internal/external resources
• Assist leaders with succession planning and identifying top talent
• Build organizational talent by creating a learning environment that ensures employees realize their highest potential
• Act at the industry face for ETP as we focus on being an employer of choice fromselect universities
• Build programs through the community that support building a diverse pipeline of STEAM talent including developing creative ways to incorporate into the talent pipeline

Minimum Qualifications

• Bachelor’s degree (Graduate Degree Preferred in business, engineering, or technology, or other relevant field)
• At least 15 years of IT leadership experience in a large scale IT organization or relevant experience as a CIO in a smaller enterprise
• Experience with direct management of a diverse technology team covering multiple functions within
• Experience leading or being part of leadership during an IT transformation
• Knowledge of digital concepts, standard IT governance models, various project delivery methodologies, technology organization design, and establishing key performance measures
• Passion for diversity, inclusion, and belonging
• Strong presence in the community representing SGWS
• Experience successfully leading and delivering enterprise level, multi-million dollar, highly complex programs
• Travel required up to 50% of time

Physical Demands

• Physical demands include a considerable amount of time sitting and typing/keyboarding, using a computer (e.g., keyboard, mouse, and monitor), or mobile device
• Physical demands with activity or condition may occasionally include walking, bending, reaching, standing, squatting, and stooping
• May require occasional lifting/lowering, pushing, carrying, or pulling up to 20lbs

Southern Glazer’s Wine and Spirits provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type 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.