head of talent management

AstraZeneca

<div>Head of Talent Management 
ABOUT ASTRAZENECA
AstraZeneca is a global, science-led, patient-focused biopharmaceutical company that focuses on the discovery, development, and commercialisation of prescription medicines for some of the world&rsquo;s most serious diseases. But we&rsquo;re more than one of the world&rsquo;s leading pharmaceutical companies.
Join a high-performing team, empowered to cut through the noise and drive real change. Our agility and pace, coupled with scientific focus, powers us to spot opportunities in the market that keep us moving forward and into new spaces. 
 
SITE DESCRIPTION
AstraZeneca is experiencing a significant transformation in the Kingdom of Saudi Arabia, driven by a commitment to advancing healthcare, innovation, and sustainable growth. Building on our global legacy, AZ KSA is rapidly evolving its operations to better serve patients, collaborate with healthcare stakeholders, and contribute to the ambitious goals outlined in the Saudi Vision 2030. We are investing in talent, digital solutions, and new ways of working; all designed to enhance our impact on patient outcomes and reinforce our leadership in therapeutic areas. This dynamic environment calls for visionary, agile professionals who thrive in change and are motivated to help shape the future of healthcare in KSA.
ROLE SUMMARY
The Head of Talent Managment a member of the HR Leadership Team in Saudi Arabia, responsible for developing and executing a transformative talent management strategy that aligns with the organization&rsquo;s goals and the ambitions of Saudi Vision 2030. This role oversees all aspects of talent strategy, workforce planning, talent acquisition, employer branding, and digitalization. Additionally, serves as a pivotal partner to business leaders and external stakeholders, positioning the organization as an employer of choice and a leader in the transforming healthcare in Saudi Arabia.
What you&rsquo;ll do
Talent Strategy: 
Design, implement, and continuously enhance a comprehensive talent management strategy tailored to the pharmaceutical industry, ensuring full alignment with HR and overall business objectives.
Succession Planning: 
Lead the development, implementation, and regular review of robust succession planning processes for critical roles across the organization. Identify and assess high-potential talent, work with business leaders and partner with Head of Learning &amp; Development to create individualized development plans, and ensure a strong internal pipeline to support business continuity and future leadership needs.
Workforce Planning: 
Lead workforce planning initiatives to proactively anticipate organizational needs and manage talent pipelines, with particular emphasis on achieving nationalization goals and regulatory requirements.
Talent Acquisition: 
Oversee end-to-end talent acquisition across all departments and career levels, focusing on delivering an exceptional candidate experience. Ensure full implementation of current government recruitment mandates and best practices.
Employer Branding: 
Develop and promote a compelling employer value proposition strategy to attract top Saudi nationals and expatriate talent, while ensuring strict compliance with local labor laws.
University Relations &amp; Early Talent Pipelines: 
Establish and manage strategic partnerships with leading Saudi universities and institutes. Champion internship and cooperative (Co-op) programs, graduate trainee programs, and Tamheer initiatives to cultivate an early-career Saudi talent pipeline that supports the company&rsquo;s long-term talent needs.
Digitalization: 
Lead the digital transformation of talent acquisition processes and platforms to improve efficiency, enable data-driven decision-making, and increase candidate engagement.
Diversity, Equity, &amp; Inclusion (DEI):
Integrate DEI initiatives into the overall talent strategy, with a strong emphasis on gender diversity, expanding opportunities for women, and advancing nationalization objectives.
Talent Analytics &amp; Reporting: 
Leverage advanced HR analytics to monitor key talent metrics&mdash;such as attrition, internal mobility, and nationalization rates&mdash;and provide evidence-based decision support to local and global/regional HR leaders.
Compliance &amp; Risk Management: 
Ensure all talent management practices are fully compliant with Saudi labor law, nationalization requirements, and internal company policies. Proactively identify and mitigate risks related to workforce planning and talent pipelines.
Stakeholder Management: 
Serve as a strategic partner to business leaders, government stakeholders (e.g., MHRSD, HRDF, MOH), and external partners to advance the company&rsquo;s talent agenda and support local policy initiatives.
Essential for the role
AstraZeneca embraces diversity and equality of opportunity. We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills. We believe that the more inclusive we are, the better our work will be.
Essential Capabilities:<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; a Master&rsquo;s degree or professional HR certification is preferred.</li><li>
Preferred minimum of 10 years&rsquo; HR experience, with at least 5 years in a talent management/acquisition or HR business partner/generalist role, ideally within multinational companies in the pharmaceutical, healthcare, FMCG, or related industries.</li><li>
Demonstrated knowledge of Saudi labor law, national recruitment mandates, and regulatory trends.</li><li>
Proven track record in partnering with Saudi universities and successfully launching early talent programs.</li><li>
Experience in designing and implementing succession planning and talent community strategies.</li><li>
Effective at building relationships with diverse stakeholder groups, including regulators, industry bodies, and executive leadership.</li><li>
Fluent in both Arabic and English, with outstanding interpersonal, negotiation, and communication skills.</li><li>
Strong proficiency in project management, data analytics, and digital HR systems.</li><li>
Saudi National</li></ul>
Why AstraZeneca?
At AstraZeneca we&rsquo;re dedicated to being a Great Place to Work. Where you are empowered to push the boundaries of science and unleash your entrepreneurial spirit. There&rsquo;s no better place to make a difference to medicine, patients, and society. An inclusive culture that champions diversity and collaboration, and always committed to lifelong learning, growth, and development. We&rsquo;re on an exciting journey to pioneer the future of healthcare. 
So, what&rsquo;s next?
<ul><li>Are you already imagining yourself joining our team? Good, because we can&rsquo;t wait to hear from you.</li><li>
Are you ready to bring new ideas and fresh thinking to the table? Brilliant! We have one seat available, and we hope it&rsquo;s yours.</li></ul>
Where can I find out more?
Our Social Media, Follow AstraZeneca on LinkedIn
Follow AstraZeneca on Facebook
Follow AstraZeneca on Instagram</div>

Head of Talent Management

<div>
 
 About Astrazeneca
 
 
 
 AstraZeneca is a global, science-led, patient-focused biopharmaceutical company that focuses on the discovery, development, and commercialisation of prescription medicines for some of the world&rsquo;s most serious diseases. But we&rsquo;re more than one of the world&rsquo;s leading pharmaceutical companies.
 
 
 Join a high-performing team, empowered to cut through the noise and drive real change. Our agility and pace, coupled with scientific focus, powers us to spot opportunities in the market that keep us moving forward and into new spaces.
 
 
 
 Site Description
 
 
 
 
 
 AstraZeneca is experiencing a significant transformation in the Kingdom of Saudi Arabia, driven by a commitment to advancing healthcare, innovation, and sustainable growth. Building on our global legacy, AZ KSA is rapidly evolving its operations to better serve patients, collaborate with healthcare stakeholders, and contribute to the ambitious goals outlined in the Saudi Vision 2030. We are investing in talent, digital solutions, and new ways of working; all designed to enhance our impact on patient outcomes and reinforce our leadership in therapeutic areas. This dynamic environment calls for visionary, agile professionals who thrive in change and are motivated to help shape the future of healthcare in KSA.
 
 
 
 
 
 Role Summary
 
 
 
 The Head of Talent Managment a member of the HR Leadership Team in Saudi Arabia, responsible for developing and executing a transformative talent management strategy that aligns with the organization&rsquo;s goals and the ambitions of Saudi Vision 2030. This role oversees all aspects of talent strategy, workforce planning, talent acquisition, employer branding, and digitalization. Additionally, serves as a pivotal partner to business leaders and external stakeholders, positioning the organization as an employer of choice and a leader in the transforming healthcare in Saudi Arabia.
 
 
 
 What You&rsquo;ll Do
 
 
 
 
 Talent Strategy:
 
 
 
 Design, implement, and continuously enhance a comprehensive talent management strategy tailored to the pharmaceutical industry, ensuring full alignment with HR and overall business objectives.
 
 
 
 Succession Planning
 
 
 
 Lead the development, implementation, and regular review of robust succession planning processes for critical roles across the organization. Identify and assess high-potential talent, work with business leaders and partner with Head of Learning &amp; Development to create individualized development plans, and ensure a strong internal pipeline to support business continuity and future leadership needs.
 
 
 
 Workforce Planning
 
 
 
 Lead workforce planning initiatives to proactively anticipate organizational needs and manage talent pipelines, with particular emphasis on achieving nationalization goals and regulatory requirements.
 
 
 
 Talent Acquisition
 
 
 
 Oversee end-to-end talent acquisition across all departments and career levels, focusing on delivering an exceptional candidate experience. Ensure full implementation of current government recruitment mandates and best practices.
 
 
 
 Employer Branding
 
 
 
 Develop and promote a compelling employer value proposition strategy to attract top Saudi nationals and expatriate talent, while ensuring strict compliance with local labor laws.
 
 
 
 University Relations &amp; Early Talent Pipelines
 
 
 
 Establish and manage strategic partnerships with leading Saudi universities and institutes. Champion internship and cooperative (Co-op) programs, graduate trainee programs, and Tamheer initiatives to cultivate an early-career Saudi talent pipeline that supports the company&rsquo;s long-term talent needs.
 
 
 
 Digitalization
 
 
 
 Lead the digital transformation of talent acquisition processes and platforms to improve efficiency, enable data-driven decision-making, and increase candidate engagement.
 
 
 
 Diversity, Equity, &amp; Inclusion (DEI)
 
 
 
 Integrate DEI initiatives into the overall talent strategy, with a strong emphasis on gender diversity, expanding opportunities for women, and advancing nationalization objectives.
 
 
 
 Talent Analytics &amp; Reporting
 
 
 
 Leverage advanced HR analytics to monitor key talent metrics&mdash;such as attrition, internal mobility, and nationalization rates&mdash;and provide evidence-based decision support to local and global/regional HR leaders.
 
 
 
 Compliance &amp; Risk Management
 
 
 
 Ensure all talent management practices are fully compliant with Saudi labor law, nationalization requirements, and internal company policies. Proactively identify and mitigate risks related to workforce planning and talent pipelines.
 
 
 
 Stakeholder Management
 
 
 
 Serve as a strategic partner to business leaders, government stakeholders (e.g., MHRSD, HRDF, MOH), and external partners to advance the company&rsquo;s talent agenda and support local policy initiatives.
 
 
 
 Essential For The Role
 
 
 
 AstraZeneca embraces diversity and equality of opportunity. We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills. We believe that the more inclusive we are, the better our work will be.
 
 
 
 Essential Capabilities
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; a Master&rsquo;s degree or professional HR certification is preferred.
 </li>
 <li>
 Preferred minimum of 10 years&rsquo; HR experience, with at least 5 years in a talent management/acquisition or HR business partner/generalist role, ideally within multinational companies in the pharmaceutical, healthcare, FMCG, or related industries.
 </li>
 <li>
 Demonstrated knowledge of Saudi labor law, national recruitment mandates, and regulatory trends.
 </li>
 <li>
 Proven track record in partnering with Saudi universities and successfully launching early talent programs.
 </li>
 <li>
 Experience in designing and implementing succession planning and talent community strategies.
 </li>
 <li>
 Effective at building relationships with diverse stakeholder groups, including regulators, industry bodies, and executive leadership.
 </li>
 <li>
 Fluent in both Arabic and English, with outstanding interpersonal, negotiation, and communication skills.
 </li>
 <li>
 Strong proficiency in project management, data analytics, and digital HR systems.
 </li>
 <li>
 Saudi National
 
 
 </li>
 </ul>
 
 Why AstraZeneca?
 
 
 
 At AstraZeneca we&rsquo;re dedicated to being a Great Place to Work. Where you are empowered to push the boundaries of science and unleash your entrepreneurial spirit. There&rsquo;s no better place to make a difference to medicine, patients, and society. An inclusive culture that champions diversity and collaboration, and always committed to lifelong learning, growth, and development. We&rsquo;re on an exciting journey to pioneer the future of healthcare.
 
 
 
 So, what&rsquo;s next?
 
 
 
 <ul>
 <li>
 Are you already imagining yourself joining our team? Good, because we can&rsquo;t wait to hear from you.
 </li>
 <li>
 Are you ready to bring new ideas and fresh thinking to the table? Brilliant! We have one seat available, and we hope it&rsquo;s yours.
 
 
 </li>
 </ul>
 
 Where can I find out more?
 
 
 
 Our Social Media, Follow AstraZeneca on LinkedIn
 
 
 Follow AstraZeneca on Facebook
 
 
 Follow AstraZeneca on Instagram
 
 
 
 Date Posted
 
 
 
 11-Dec-2025
 
 
 
 Closing Date
 
 
 
 24-Dec-2025
 
 
 AstraZeneca embraces diversity and equality of opportunity. We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills. We believe that the more inclusive we are, the better our work will be. We welcome and consider applications to join our team from all qualified candidates, regardless of their characteristics. We comply with all applicable laws and regulations on non-discrimination in employment (and recruitment), as well as work authorization and employment eligibility verification requirements.
</div>

Divina Global

About Divina Global At Divina Global, we discover, elevate, and empower the most extraordinary women in the world, turning presence, charisma, and unique energy into global influence. From luxury campaigns to fashion runways, our talent shapes culture, inspires millions, and redefines standards of feminine power.We are building a world-class network of elite Talent Scouts across every continent, and we’re looking for a Head of Talent Acquisition to scale this operation globally. Role OverviewAs Head of Talent Acquisition, you will own the strategy, execution, and scaling of Divina’s scout network. You will identify, recruit, train, and manage top-tier scouts capable of discovering the rarest, most extraordinary talent in every region. This is a high-leverage role: your work will directly multiply Divina’s global footprint and influence. You will work directly with the CEO to design incentive structures, define territories, and implement best-in-class scouting methodologies. ResponsibilitiesOwn global scout recruitment strategy: identify and onboard elite independent Talent Scouts. Design and implement training programs, playbooks, and conversion funnels for scouts.Manage and optimize performance metrics for scout network (signings, submissions, quality).Build strong relationships with scouts, ensuring alignment with Divina’s standards of professionalism and elegance.Develop regional coverage plans and prioritize high-yield talent environments.Collaborate with leadership to create compensation, equity, and commission structures that reward excellence.Continuously refine scouting methodology to maintain Divina’s global competitive edge. RequirementsProven experience in talent acquisition, recruitment, or network scaling (agency, luxury, fashion, or high-performance teams preferred).Entrepreneurial mindset: able to work independently and design systems from scratch.Strong interpersonal and negotiation skills: ability to attract, inspire, and retain top-tier talent scouts. Excellent English communication skills (mandatory). Russian, Spanish, or other languages a plus. Deep understanding of the fashion, luxury, or creative industries is highly valuable.Comfortable in a high-autonomy, results-driven environment.

Head of Talent Acquisition

University of Sharjah

<div>
 
 The University of Sharjah is committed to providing a world-class educational experience that prepares lifelong learners and leaders with integrated knowledge and skills. We are passionate about building a collaborative and sustainable environment that cultivates twenty-first-century skills and fosters pioneering research and scholarship. We seek to serve the current and future needs of our local community and beyond by offering innovative academic and professional programs.
 
 
 Since its foundation in 1997, the University has successfully become one of the top Universities in the UAE and has managed to make its mark in the educational and research industry worldwide united by six core values: Integrity and Ethics, Dedication, Inclusiveness, Excellence with limitless Drive, Accountability and Transparency, and Innovation and Creativity.
 
 
 The University of Sharjah believes in the crucial role of scientific research in the development of the modern United Arab Emirates. Since its establishment, the university has put research at the top of its list of priorities. Part of the university's strategy is to promote research among faculty members in all colleges, with the aim of attracting outstanding faculty with impressive research accomplishments.
 
 
 
 
 
 
 
 The University of Sharjah&rsquo;s Rankings
 
 
 
 
 251-300 in Times Higher Education World University Rankings 2023
 
 
 Among the top 200 universities globally (176-200) in The World University Rankings 2023 by Subjects
 
 
 Among the best #121 universities in Asia In News Best Global Universities Rankings 2022/2023
 
 
 =89th in The Young University Rankings in 2022
 
 
 #61 The Emerging Economies University Rankings in 2022
 
 
 Among the top 10 best Arab universities The Arab University Rankings 2022
 
 
 
 
 
 
 
 About the Role:
 
 
 
 
 
 
 
 As a Head of Talent Acquisition, you are expected to be strategically lead and manage the full talent acquisition lifecycle at the University of Shajrah, ensuring the effective and efficient attraction, recruitment, and onboarding of top-tier talent. This role is responsible for developing and implementing a forward-thinking talent acquisition strategy that aligns with the university's goals, builds a strong employer brand, and fosters a high-performance culture. The Head of Talent Acquisition serves as a key partner to university leadership, driving operational excellence and continuous improvement in all recruitment-related processes.
 
 
 
 
 
 
 
 Key Duties &amp; Responsibilities:
 
 
 
 
 
 
 <ul>
 <li>
 Talent Acquisition Strategy and Process Management
 </li>
 </ul>
 
 1. Lead the development, execution, and continuous improvement of the talent acquisition strategy, policies, and procedures, ensuring alignment with UOS's overall business objectives and best practices.
 
 
 2. Analyze and optimize all aspects of the talent acquisition lifecycle, from job application to new-hire onboarding, to enhance efficiency and candidate experience.
 
 
 3. Identify, evaluate, and manage a diverse range of sourcing channels, including UOS's website, job portals, recruitment agencies, and other innovative methods, to attract top-tier talent.
 
 
 4. Act as a subject matter expert and provide strategic guidance to line managers on all talent acquisition processes, including interview techniques, candidate assessment, and offer negotiation.
 
 
 5. Develop and deliver recruitment materials, manuals, and awareness sessions to enhance employee engagement and promote a consistent hiring culture across the university.
 
 <ul>
 <li>
 Recruitment and Selection Oversight
 </li>
 </ul>
 
 6. Oversee the entire recruitment and selection process, including reviewing and approving candidate shortlists, interview schedules, assessments, and reference checks.
 
 
 7. Review and approve all employment offers to ensure they are competitive and accurately reflect the agreed-upon terms and conditions.
 
 
 8. Develop and maintain strong relationships with third-party recruitment agencies, government entities, and other external partners to build a robust talent pipeline.
 
 
 9. Represent UOS at career fairs and other professional events to build the university's employer brand and attract qualified candidates.
 
 
 10. Oversee the new employee onboarding and orientation process, ensuring a smooth and successful transition for all new hires.
 
 <ul>
 <li>
 Strategic and Administrative Management
 </li>
 </ul>
 
 11. Collaborate with the HR Director and other heads to contribute to the preparation of the department's annual budget and provide professional input on the development of KPIs.
 
 
 12. Monitor and track the section's expenditures to ensure they remain within the allocated budget.
 
 
 13. Serve as a key member of the Human Resources Committee, providing insights and recommendations on a range of issues, including job candidates, promotions, and transfers.
 
 
 14. Implement and enforce a quality assurance management process to ensure the accuracy and integrity of all talent acquisition deliverables before they are submitted for final approval.
 
 
 15. Supervise the preparation of all section reports, ensuring they are timely, accurate, and meet departmental standards.
 
 <ul>
 <li>
 Team Management and Development
 </li>
 </ul>
 
 16. Provide strong leadership to the Talent Acquisition team, ensuring fair distribution of tasks and efficient workflow.
 
 
 17. Supervise the team's performance, set individual goals, and provide on-the-job training, coaching, and constructive feedback to build and develop their organizational capabilities.
 
 
 18. Oversee the effective achievement of the section&rsquo;s objectives and ensure all team members understand their roles in achieving the section&rsquo;s KPIs.
 
 
 19. Participate in the hiring process for the section, including identifying job requirements, reviewing resumes, and contributing to the selection and interview process.
 
 
 20. Implement and ensure adherence to the HR quality assurance management process, which entails that each team member is responsible for conducting a thorough review of other team members&rsquo; deliverables before submission to the concerned Head for review. Conduct an additional diligent review of the submitted deliverables before submission to the HR Director.
 
 
 
 
 
 
 
 Job Requirements:
 
 
 
 <ul>
 <li>
 Excellent oral and written communication skills and the ability to prepare professional documents, in both Arabic and English.
 </li>
 <li>
 Excellent working knowledge of personal computer applications with an emphasis on MS Office applications such as Excel, Word, and Teams.
 </li>
 <li>
 In-depth knowledge of various sourcing channels, recruitment methodologies, and assessment tools.
 </li>
 <li>
 A strong understanding of the end-to-end recruitment lifecycle and the ability to design and implement efficient, data-driven processes.
 </li>
 <li>
 Knowledge of best practices for creating a smooth and effective onboarding experience for new hires.
 </li>
 <li>
 The ability to use data and metrics (KPIs) to measure the effectiveness of recruitment strategies and make informed decisions.
 </li>
 <li>
 Knowledge of ERP Systems related to HR operations would be an advantage.
 </li>
 <li>
 Minimum of a bachelor&rsquo;s degree in human resources, Business Administration, or a relevant discipline.
 </li>
 <li>
 professional Human Resources certification (such as CIPD, SHRM, etc.) or a master&rsquo;s degree in a related Human Resources field is a must.
 </li>
 <li>
 12-14 years of UAE experience in a similar role, preferably in higher education institutions.
 </li>
 </ul>
 
 Closing Date:29/Jan/2026
 
 
 
 
</div>

John Soules Foods

<div>Job Title: Director of Talent Management
Note: This position is posted for internal applicants currently working for Soules Foods
Department: Human Resources
Reports To: Head of HR
Direct Reports: L&amp;D Manager, Recruiter
Travel: 30%+ (Overnight travel expected)
Normal Work Schedule: The typical working hours are 8:00 am to 5:00 pm, with a 60-minute lunch break. Occasionally, a meeting or event outside of regular business hours or on a weekend may be necessary.
Overview of Company
Soules Foods is a thriving family-owned food company that has made a positive difference for its customers and consumers for nearly 50 years. Our purpose and promise of Great Food, Made Simple&reg; drives us. Based in Tyler, Texas, the company is a leading national producer of ready-to-eat and ready-to-cook chicken and beef products and is the number one producer of chicken and beef fajitas in the United States. We proudly serve a broad portfolio of great-tasting, high-quality products sold throughout the US via retail, food service distributors, and restaurants. Our wide array of national customers includes prominent organizations such as Walmart, Costco, Sam&rsquo;s Club, Sysco, and HEB. The company was established in 1975 by John Soules Sr., and the business is now in the second generation of family leadership. The organization has expanded dramatically over the past decade, and with its continued growth, it now has annual sales of approximately $1 billion. The company employs over 2,000 individuals and has three manufacturing facilities in Gainesville, Georgia; Valley, Alabama; and its headquarters in Tyler, Texas.
Job Summary:
The Director of Talent Management leads the strategy, design, and execution of core talent systems that enable leaders and employees to thrive. This role will work closely with the rest of the HR leadership team, cross-functional teams, and external partners to develop frameworks for performance management, succession planning, leadership development, workforce planning, and capability building. A strong candidate is both strategic and operational, able to influence senior leadership, improve processes with measurable outcomes, and embed consistent talent practices across the organization.
This position includes leadership of the recruiting function and learning function, ensuring alignment with enterprise priorities.
Key Responsibilities
NOTE: This description is not intended to be all-inclusive. An employee may perform other related duties to meet the organization's ongoing needs; these duties are considered marginal.
Talent Strategy &amp; Organizational Effectiveness
&middot; Develop and drive a cohesive talent strategy that supports growth, organizational design, and workforce capability.
&middot; Partner with executives and business leaders to identify talent, risks, and opportunities.
&middot; Lead enterprise-level talent reviews and build action plans to close talent and capability gaps from the front line to the senior level.
Performance &amp; Development Systems
&middot; Own the performance management framework and cycle, ensuring clarity, consistency, and business relevance.
&middot; Enable leaders to have effective coaching and development conversations.
&middot; Implement tools and processes that enable continuous development, performance calibration, and accountability.
Leadership &amp; Career Development
&middot; Design and scale leadership development programs targeted at frontline, mid, and senior leaders.
&middot; Use evidence and assessment data (e.g., 360s, leadership &amp; profile assessments, performance results) to inform development investments.
&middot; Define career pathways, competencies, and development milestones.
Succession &amp; Workforce Planning
&middot; Create and maintain situational succession plans for critical roles.
&middot; Lead cross-functional workforce planning efforts to anticipate future talent needs.
&middot; Partner with Human Resources leaders at each plant, Finance, and other departments on forecasting and analytics related to headcount, skills gaps, and labor market dynamics.
Talent Acquisition &amp; Employer Branding
&middot; Oversee recruiting strategy execution to attract high-quality talent in a competitive market.
&middot; Ensure recruiting metrics and processes support hiring the right talent efficiently and elevating the candidate experience.
&middot; Partner with internal leaders and ensure that our Talent Acquisition team is focused on improving sourcing, selection, and onboarding, which ultimately aligns with who we are as an organization.
Learning-and-Development Leadership
&middot; Oversee design and delivery of formal learning, compliance training, technical upskilling, and leadership offerings using both internally developed and outsourced programs.
&middot; Partner with leadership from all functions and the L&amp;D team to integrate learning with business priorities.
&middot; Evaluate training outcomes and improve curricula based on performance results, and have a clear ROI tied to it.
Data &amp; Analytics
&middot; Define and track talent metrics (turnover, engagement, time to fill, etc.) to guide decision-making.
&middot; Build dashboards and insights that inform HR and business leadership.
Culture &amp; Engagement
Champion high-performance culture and continuous improvement.
Facilitate organizational change management to ensure the successful adoption of new talent practices.
Success Outcomes
This position will be measured on many outcomes, such as:
<ul><li><ul><li>Consistent, repeatable performance cycle with leader accountability.
</li><li>Existence of actionable, data-informed succession plans for critical roles.
</li><li>Growth in internal promotion and leadership readiness metrics.
</li><li>Recruiting funnel improvements (time to fill, quality of hire, candidate experience).
</li><li>Training impact tied to business outcomes (e.g., leadership effectiveness, retention).
</li></ul></li><li>Qualifications:
</li><li>CPG Experience: At least 10+ years of progressive HR experience with significant emphasis on talent management, leadership development, or organizational effectiveness.
</li><li>Educational Background &amp; Certifications:
</li><li>&middot; A bachelor&rsquo;s degree in HR, Business, Organizational Development, or related field. MBA Preferred.
</li><li>&middot; Organizational Development, ATD, CI Certifications
</li><li>Other Experience &amp; Skills:
</li><li>&middot; Talent technology experience: performance or succession platforms, LMS integration, analytics tools.
</li><li>&middot; Demonstrated success in building or transforming talent systems in mid-market or manufacturing environments.
</li><li>&middot; Ability to partner at all levels with credibility and influence.
</li><li>&middot; Strong analytical skills and experience with HR data and reporting.
</li><li>&middot; Prior CI Experience is highly desired.
</li><li>&middot; Extensive experience with Assessments &amp; Psychometrics.
</li><li>&middot; Strong Business Acumen for what we do.
</li><li>&middot; Bilingual in other languages is a plus.
</li><li>Travel &amp; Work Schedule Requirements: Ability to travel up to 30% of the time and work irregular hours, including evenings and weekends when necessary.
</li><li>Driving Requirements: A valid driver&rsquo;s license with an acceptable driving record.
</li><li>Work Environment
</li><li>This job is carried out in a professional office setting and involves using standard office equipment like laptops, desk phones, and smartphones. Regular visits to production facilities may also be required. During those visits, the employee is occasionally exposed to cold and/or humid conditions. The employee occasionally works near moving mechanical parts. The employee is occasionally exposed to fumes, airborne particles, and cold temperatures, and to the risks of electrical shock and vibration. The noise level in the work environment is moderate.
</li><li>Physical Demands
</li><li>Employees must be able to stand, walk, or sit; use their hands for tasks; reach with their arms; and communicate verbally. Occasional lifting or moving objects is necessary, along with close, distance, and color vision, as well as depth perception and the ability to adjust focus.
</li><li>The applicant who fills this position will be eligible for the following:
</li><li>&middot; Incentive Pay: This position is eligible for the Company&rsquo;s bonus plan, with amounts varying based on program terms.
</li><li>&middot; Vacation / Sick days
</li><li>&middot; Medical, Dental, Vision Benefits
</li><li>&middot; Telemedicine
</li><li>&middot; Onsite Clinic &ndash; Tyler and Valley
</li><li>&middot; Free annual health screening
</li><li>&middot; 401 (k) with company match
</li><li>&middot; STD and LTD
</li><li>&middot; Life insurance &amp; other voluntary benefits
</li><li>&middot; Career Development: We support professional growth through continuous learning and development opportunities.
</li><li>Soules Foods is an Equal Employment Opportunity Employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected status.
</li><li>Applicants with disabilities needing accommodation during the application process can contact Human Resources at the relevant location.
</li><li>Soules Foods will not discriminate against applicants who discuss their compensation. We also participate in the E-Verify program where required by law.
</li><li>Unsolicited Assistance: Soules Foods does not accept unsolicited support from external recruitment vendors for U.S. positions. Resumes or candidate profiles submitted without a valid written request and search agreement from HR will be considered the property of Soules Foods. No fees will be paid for candidates hired through unsolicited referrals.</li></ul></div>

Director of Talent Management

MrBeast

<div>
 
 About Us
 
 
 
 Beast Industries is a multifaceted media and entertainment company founded by Jimmy Donaldson, popularly known as MrBeast, the most watched person in the world. Renowned for revolutionizing digital content creation, Beast Industries encompasses a diverse portfolio of ventures that extend far beyond its origins on YouTube. With a mission to entertain, inspire, and create significant social impact, Beast Industries operates across various domains including digital media, philanthropy, consumer products, and innovative business initiatives. At Beast Industries, we believe in the transformative power of digital media and its potential to entertain, educate, and effect positive change. Our commitment to innovation, creativity, and philanthropy drives us to explore new frontiers, create unforgettable experiences, and build a legacy that inspires future generations.
 
 
 
 Run the TikTok engine of the World&rsquo;s Most Watched Brand
 
 
 
 MrBeast is building the most influential creative studio on the planet. As Head of TikTok, you will own how our brand shows up on one of the most important platforms in culture. You will be responsible for setting the TikTok strategy, leading the team that brings it to life daily, and scaling MrBeast&rsquo;s presence to new levels of creativity and performance.
 
 
 This is a rare opportunity to define how the world&rsquo;s most-watched creator shows up on the world&rsquo;s fastest-moving platform. You will combine trend fluency, creative instinct, and operational rigor to turn storytelling into global reach and cultural impact.
 
 
 You will lead TikTok across all of MrBeast&rsquo;s ventures, overseeing growth, creative execution, and audience engagement. Your job is to build a small, high-performing team that blends creative experimentation with data-driven decision-making, ensuring every post feels unmistakably &ldquo;Beast.&rdquo;
 
 
 
 The Role
 
 
 
 You will own and operate the TikTok function across all MrBeast ventures, balancing creative excellence with platform performance. You will guide strategy, oversee content pipelines, and drive innovation at the pace of the platform.
 
 
 Your leadership will ensure MrBeast continues to set the standard for what creator-driven entertainment looks like on TikTok, from short-form storytelling to community engagement and cultural trend creation.
 
 
 
 What You&rsquo;ll Do
 
 
 
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 Own the TikTok content strategy across all MrBeast ventures, driving growth, engagement, and storytelling impact.
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 Lead a nimble, high-performing TikTok team responsible for daily posting, trend adaptation, and creative output.
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 Build repeatable systems and playbooks that maintain quality and consistency at scale.
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 Stay ahead of trends, sounds, and formats, proactively positioning MrBeast at the forefront of TikTok culture.
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 Translate data into creative insights to guide posting cadence, content structure, and audience development.
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 Partner closely with YouTube Shorts, Instagram, and broader social teams to align platform strategies and maximize cross-platform momentum.
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 Collaborate with Production and Creative teams to source, adapt, and remix content optimized for TikTok&rsquo;s audience and algorithms.
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 Experiment boldly, leading the charge in testing new content types, creator collaborations, and community engagement tactics.
 
 
 
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 What You&rsquo;ll Bring
 
 
 
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 6&ndash;10 years of experience running TikTok or short-form social channels for a major creator, entertainment brand, or high-growth consumer brand.
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 Proven success scaling TikTok channels through a mix of creative innovation and analytical rigor.
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 Direct management of a small, agile team and ownership of performance metrics, reporting, and strategy.
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 Deep platform fluency with a strong understanding of trends, editing styles, and algorithmic dynamics that drive organic reach.
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 Strong creative sensibility with the ability to recognize what &ldquo;works&rdquo; before the data proves it.
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 Experience collaborating cross-functionally with production, creative, and social strategy teams.
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 A maker&rsquo;s mindset with the ability to ideate, produce, and iterate quickly in the language of TikTok.
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 Comfort working in a high-speed, feedback-rich environment where creativity and precision are equally valued.
 
 
 
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 Benefits
 
 
 
 
 The Perks, Why Work On the MrBeast Team
 
 
 
 We are redefining what entertainment and storytelling look like at global scale. Every piece of content we publish reaches millions and influences culture in real time. This is your opportunity to lead the team that decides how those moments come to life across every screen.
 
 
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 Competitive Salary
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 Generous Medical (Blue Cross Blue Shield), Dental, Vision and company-paid Life Insurance
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 Company contributions to employee Health Savings Accounts (HSA)
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 401k Plan with Safe Harbor company-matching
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 Flexible vacation policy and paid company holidays
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 Company-provided technology package
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 Relocation assistance where applicable, including travel and company-provided housing for the first 90 days
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</div>

Head of TikTok

Evonik

<div>
 
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 Provide accurate and timely information to customers before, during and after a transaction to maintain and improve customer relationships.
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 Operate Order management
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 Working align with the Business Line and internal (local) business rules
 
 
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 </ul>
 
 Responsibilities
 
 
 
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 Work on the customer order process to ensure orders are planned and delivered accurately and efficiently. This includes import, export and transit processes, sampling and trials and control of customer terms and conditions.
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 Respond to customer enquiries and forward to other departments as required. Be proactive in analysing customer activities to identify recurring problems and recommend solutions to improve customer service.
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 Collaborate with head office, internal and external stakeholders and customers on order management, sales, purchasing, customer accounts inquiries, and logistics, as required.
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 Ensure accurate and timely reporting of all other relevant sales and customer related activities.
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 Maintain accurate and up-to-date customer records and ensure accurate data is entered to SAP.
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 Prepare reports for the Business Managers, Head Customer Service / Supply Chain and Head Office.
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 Provide back up support to absent employees as directed. &ensp;&ensp;&ensp;&ensp;&ensp;
 
 
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 </ul>
 
 Requirements
 
 
 
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 Bachelor's degree in business administration, customer relations, supply chain management or similar
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 Min. 3 years relevant work experience
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 Advanced written and spoken English skills
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 Resident on Anatolian side of Istanbul
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 No military service obligation (for male candidates)
 
 
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 Your Application
 
 
 
 To ensure that your application is proceeded as quickly as possible and to protect the environment, please apply online via our careers portal. Further information about Evonik as Employer can be found at https://careers.evonik.com.
 
 
 Please address your application to the Talent Acquisition Manager, stating your earliest possible starting date and your salary expectations.
 
 
 
 Your Talent Acquisition Manager:
 
 
 
 Nazli Kaplan
 
 
 Company is
 
 
 Evonik Ticaret Ltd.
</div>

Customer Service & Supply Chain Representative

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