Engineering Early Careers/Talent Development Manager (P65)

Key Skills

Analytical and Problem solving, Data science techniques, Design, Effective communication skills, Presentation skills, Software Development, Training & Development

Job Description

84.51° Overview:

84.51° is a retail data science, insights and media company. We help the Kroger company, consumer packaged goods companies, agencies, publishers and affiliated partners create more personalized and valuable experiences for shoppers across the path to purchase.

Powered by cutting edge science, we leverage 1st party retail data from nearly 1 of 2 US households and 2BN+ transactions to fuel a more customer-centric journey utilizing 84.51° Insights, 84.51° Loyalty Marketing and our retail media advertising solution, Kroger Precision Marketing.

Join us at 84.51°!

FUNCTIONAL TALENT MANAGER (Engineering)
CINCINNATI, OH / CHICAGO, IL

84.51° knows customers, and we know how to connect you.

Using a sophisticated, proprietary suite of tools and technology, we turn customer data into actionable knowledge. With unparalleled customer data and predictive analytics capabilities, we deliver personalized marketing strategies and ensure the best experience for customers of Kroger and more than 300 consumer-packaged-goods companies. We put the customer at the center of everything we do, resulting in a more dynamic, informed, and personal approach to driving customer loyalty.

SUMMARY:

The FUNCTIONAL TALENT MANAGER is responsible for building talent and enablement strategies that continuously attract, build, and retain a strong talent pipeline in the Engineering function. A successful candidate will have background as a practitioner in Engineering, coupled with a passion for scaling approaches that enable our enterprise to maintain a best-in-class function to deliver the needs of the business today and 3-5 years out. This will involve collaborating with Engineering leaders, cross-functional talent leaders, enterprise HR/Talent leaders, program leaders, people leaders and other key internal and external stakeholders, and partners.

RESPONSIBILITIES:

Early Career Program (ECP)

• Collaborate with functional leaders to develop and prioritize strategies for the Early Career Program that align with short- and long-term business needs
• Lead the design, development, and implementation of Early Career Program initiatives in alignment with talent acquisition strategies
• Partner with functional leaders to understand talent acquisition strategies and pipeline needs
• Work closely with the University Team to recruit, hire, and onboard new grads, co-ops, interns, etc.
• Partner, maintain relationships, and plan and execute on engagement strategies with key colleges or other academic programs specifically for Engineering and in conjunction with our HR University team
• Partner with engineering managers and knowledge leads to provide guidance and support for onboarding new early career talent, including matching new hires with appropriate buddies and mentors, and ensuring a smooth transition into the team

Talent Management/Acquisition

• Collaborate with HR, business and functional leaders to develop and prioritize talent acquisition strategies that align with short- and long-term business needs within the engineering organization
• Partner with functional leaders to analyze and understand industry and talent data, pipeline, and talent mix needs (early career, experienced hires, contractors), talent gaps (future cutting edge technology trends/skills), and opportunities for improvements within the talent pool of the current engineering organization
• Manage contractor and third party talent resources in alignment with internal resources, short-term and long-term talent objectives
• Collaborate with functional leaders to establish best practices and processes for engaging in talent acquisition – prioritizing roles, recruiting, interviewing, case studies, hiring, etc.
• Assist and/or develop and implement strategies, policies and/or programs to align with the engineering group and business objectives
• Work with organizational leaders to ensure a positive onboarding and ongoing associate experience to both attract and retain talent

QUALIFICATIONS, SKILLS, AND EXPERIENCE:

• Education: Bachelor’s degree or equivalent experience
• 5+ years of relevant experience required
• Experience and/or working knowledge in software development or data engineering environment required
• Experience in the design, development, and implementation of Early Career programs (including recruitment and career development program) experience required
• Passionate about connecting data, science & technology, and its application to deliver business value
• Experience leading initiatives and the ability to drive for results
• Ability to thrive in a fast-paced environment and to lead through ambiguity
• Proven ability to quickly develop, foster, and influence relationships as well as able to easily navigate large, complex cross-functional matrix organizations
• Strong passion to grow and mature the Engineering function and develop its talent
• Excellent attention to detail and organization skills
• Strong presentation skills
• Strong interpersonal and communication skills
• Ability to work in a highly collaborative environment
• Strong analytical, creative problem-solving, and decision-making skills
• Strong business and technical acumen
• Natural curiosity that welcomes and embraces change and willingness to try new things and to fail.