IS/IT WORKFORCE PLANNING AND MANAGEMENT LEAD

We are Nestlé, the largest food and beverage company.
We are employees strong driven by the purpose of enhancing the quality of life and contributing to a healthier future.
Our values are rooted in respect.
respect for ourselves, respect for others, respect for diversity and respect for our future.
With more than CHF 91.
 billion sales in , we have an expansive presence with 413 factories in more than 85 countries.
Want to learn more? Visit us at www.
estle.
om.
We encourage the diversity of applicants across gender, age, ethnicity, nationality, sexual orientation, social background, religion or belief and disability.
Step outside your comfort zone; share your ideas, way of thinking and working to make a difference to the world, every single day.
You own a piece of the action – make it count.
Main Purpose of Job   Reporting into the Product Group Manager or Regional Head of Product Stream, the WPM Lead operationally maintains all resources required for workforce management, manages capability planning for the product group and cross-product initiatives and carries out dynamic resource allocation.
Their workforce allocation duties deliver qualified resources to product teams at the right time.
S/He oversees the flow of pooled resources, proposing solutions to match demand and supply across Products and Product Groups as well as other IS/IT initiatives (e.
.
projects).
The WPM lead serves as the line manager of local Nestle team members, provides coaching and ensures effective development planning to support career growth.
In addition, S/He coordinates communitcation and objectives between IS/IT and HR & recuiters maintaining recruitment packs for the various IS/IT teams and facilitating the IS/IT interactions along the recruitment and selection process.
The Lead also plans and facilitates the Training and Development activities on-behalf of both Product Teams and Community of Practice.
Activities.
IS/IT Workforce Operational Management  • Facilitates and creates awareness on orientation / on-boarding activities and proficiency level increase as well as personal development learning and training for new, promoted, and transferred employees • Deploys pooled workforce to product groups and teams as requested by the leads and in relation to the best use of centralized pools of expertise and the best work load balance for the teams • Provides inputs and recommendations or solves directly conflicting/competing workforce requirements and needs among requesters.
Offers alternatives to first-cut resource requests and/or external resource providers.
As needed, escalates conflicts to leadership for decisions and actions • Collaborates with Supplier Delivery Management to tactically avoid the workforce allocation gaps and solve issues  • Works to surface and facilitates the changes needed in culture, behaviors and practice to avoid talent issues such as leaders "hoarding" resources to address operational needs — when confronted with demands to provide staff members to support new and ongoing product activities or initiatives and programs, etc.
• Gathers and analyzes individual and team performance (during and at the end of assignments) from colleagues, business partners and others, for use as input during people and management performance reviews   Workforce Leadership Develop high performing teams and in alignment with the People process cycle and the 5 people practices.
• Create the context.
create alignment, lead by example, promote an open culture and our values in a sustainable way (Sustain the change) • Select talent.
recruit and onboard people and plan capabilities for the future.
• Develop people.
coach, define effective () development plan and asses talent, building the right capabilities for the team and for the organization long-term success.
• Ensures that team acts and engages according to culture attributes and JSPs • Ensures people, leadership and ways of working transformation is effective and rapid within team and support within sphere of influence, according to transformation plan managed by the O-CIO Workforce Planning and Management Manager (processes) • Drive performance.
empower and enable people, give and receive feedback, evaluate and differentiate performance, constantly challenge the set up organization to ensure its results and effectiveness.
• Recognize achievements.
give and receive recognition, reward performance.
• Facilitates time and work-life balance for the various development activities of his/her team both individually and as a high performing team, defined by the Communities, the Office of the CIO or the individual • Coaches and mentors individually or in teams to secure network building, collaboration, learnings and excellence mind set.
Operational Analysis & Communication - under the supervision and guidance of her/his primary Community of Practice Lead and/or Direct Line Manager • Maintains and makes visible in real time transparent analyses of the current and projected states of workforce alignment, effectiveness and allocation of relevant IS/IT staff members with the abilities and skills • Maintains up-to-date profiles, skills, knowledge, expertise, competencies, career aspirations, growth paths and community of practice proficiency level definitions for all IS/IT staff  • Maintains information about individual Personnel proficiency, assignments, staff pools, expected start/end dates of assignments, allocations of total available time, roles filled, etc.
All needed information for proper capacity planning and dynamic workforce allocation to product groups, special projects or cross product initiatives • Identifies and analyzes dashboard variances and trends, and proactively proposes strategies and actions to avoid suboptimal use of resources or potential short, medium and long term gaps • Provides management and leadership with agreed-on IS/IT resource reports and advisory that are timely and accurate to support governance activities around the selection, prioritization, strategic and organizational planning, and execution oversight of initiatives • Monitors and takes direct action or escalates in cases involving the optimal and effective usage of the entire cadre of resources, specific roles, and/or sets of capabilities • Provides a variety of management and executive analysis that enable decision making on the health, flexibility and adaptability and of the strategy alignment of the IS/IT workforce; incl.
the status of recruitment, training or change management initiatives – analytics enabled by job positions, product groups, geographies or other relevant strategic categories • Supports workforce related problems solving through brainstorming, decision making inputs or recommendations for IS/IT leadership team and for key initiatives and leaders Automation • Participates in agile iteration as a key IS/IT consumer of an automated process and platform that receives, analyzes and offers available staff members assignments • Participates in agile iteration as a key IS/IT consumer of an automated process and platform that provides global transparency on staff proficiency (current and growth paths) and availability • Communicates, using the IS/IT Community of Practice platform, any topics related to Workforce Planning and Management as agreed between the Community of Practice Lead and the Head of IS/IT Workforce Planning and Management     Key Experience.
• A bachelor's degree in IS/IT, general, business, project, human resources and/or supply chain management.
• 4+ years of creating and leading high performing ISIT teams • 5+ years of experience in one or more of the following areas.
ynamic resource allocation, capacity planning, consulting or professional services program or project management.
• Overall experience with assembling, analyzing, recommending, escalating, reporting, and explaining various kinds of metrical, graphical, situational, interpersonal, opportunities, issues and risks surrounding workforce to IS/IT leads • Experience dealing with third-party suppliers (hiring, coaches, L&T, etc.) and contingent workforce • Experience with effective communication at different levels in the organization and in English.
• Experience having worked in a global environment and with virtual teams.
We offer more than just a job.
We put people first and inspire you to become the best version of yourself.
Great benefits including competitive salary and a comprehensive social benefits package.
We have one of the most competitive pension plans on the market, as well as flexible remuneration with tax advantages.
health insurance, restaurant card, mobility plan, etc.
Personal and professional growth through ongoing training and constant career opportunities reflecting our conviction that people are our most important asset.
Hybrid working environment with flexible working scheme.
Our state-of-the-art campus is dog friendly and equipped with a medical center, canteen and areas to co-create network and chill! Recreation activities such as yoga, Zumba, etc.
and a wide range of volunteering activities.
We are Nestlé, the largest food and beverage company.
We are employees strong driven by the purpose of enhancing the quality of life and contributing to a healthier future.
Our values are rooted in respect.
respect for ourselves, respect for others, respect for diversity and respect for our future.
With more than CHF 91.
 billion sales in , we have an expansive presence with 413 factories in more than 85 countries.
Want to learn more? Visit us at www.
estle.
om.
We encourage the diversity of applicants across gender, age, ethnicity, nationality, sexual orientation, social background, religion or belief and disability.
Step outside your comfort zone; share your ideas, way of thinking and working to make a difference to the world, every single day.
You own a piece of the action – make it count.
Main Purpose of Job   Reporting into the Product Group Manager or Regional Head of Product Stream, the WPM Lead operationally maintains all resources required for workforce management, manages capability planning for the product group and cross-product initiatives and carries out dynamic resource allocation.
Their workforce allocation duties deliver qualified resources to product teams at the right time.
S/He oversees the flow of pooled resources, proposing solutions to match demand and supply across Products and Product Groups as well as other IS/IT initiatives (e.
.
projects).
The WPM lead serves as the line manager of local Nestle team members, provides coaching and ensures effective development planning to support career growth.
In addition, S/He coordinates communitcation and objectives between IS/IT and HR & recuiters maintaining recruitment packs for the various IS/IT teams and facilitating the IS/IT interactions along the recruitment and selection process.
The Lead also plans and facilitates the Training and Development activities on-behalf of both Product Teams and Community of Practice.
Activities.
IS/IT Workforce Operational Management  • Facilitates and creates awareness on orientation / on-boarding activities and proficiency level increase as well as personal development learning and training for new, promoted, and transferred employees • Deploys pooled workforce to product groups and teams as requested by the leads and in relation to the best use of centralized pools of expertise and the best work load balance for the teams • Provides inputs and recommendations or solves directly conflicting/competing workforce requirements and needs among requesters.
Offers alternatives to first-cut resource requests and/or external resource providers.
As needed, escalates conflicts to leadership for decisions and actions • Collaborates with Supplier Delivery Management to tactically avoid the workforce allocation gaps and solve issues  • Works to surface and facilitates the changes needed in culture, behaviors and practice to avoid talent issues such as leaders "hoarding" resources to address operational needs — when confronted with demands to provide staff members to support new and ongoing product activities or initiatives and programs, etc.
• Gathers and analyzes individual and team performance (during and at the end of assignments) from colleagues, business partners and others, for use as input during people and management performance reviews   Workforce Leadership Develop high performing teams and in alignment with the People process cycle and the 5 people practices.
• Create the context.
create alignment, lead by example, promote an open culture and our values in a sustainable way (Sustain the change) • Select talent.
recruit and onboard people and plan capabilities for the future.
• Develop people.
coach, define effective () development plan and asses talent, building the right capabilities for the team and for the organization long-term success.
• Ensures that team acts and engages according to culture attributes and JSPs • Ensures people, leadership and ways of working transformation is effective and rapid within team and support within sphere of influence, according to transformation plan managed by the O-CIO Workforce Planning and Management Manager (processes) • Drive performance.
empower and enable people, give and receive feedback, evaluate and differentiate performance, constantly challenge the set up organization to ensure its results and effectiveness.
• Recognize achievements.
give and receive recognition, reward performance.
• Facilitates time and work-life balance for the various development activities of his/her team both individually and as a high performing team, defined by the Communities, the Office of the CIO or the individual • Coaches and mentors individually or in teams to secure network building, collaboration, learnings and excellence mind set.
Operational Analysis & Communication - under the supervision and guidance of her/his primary Community of Practice Lead and/or Direct Line Manager • Maintains and makes visible in real time transparent analyses of the current and projected states of workforce alignment, effectiveness and allocation of relevant IS/IT staff members with the abilities and skills • Maintains up-to-date profiles, skills, knowledge, expertise, competencies, career aspirations, growth paths and community of practice proficiency level definitions for all IS/IT staff  • Maintains information about individual Personnel proficiency, assignments, staff pools, expected start/end dates of assignments, allocations of total available time, roles filled, etc.
All needed information for proper capacity planning and dynamic workforce allocation to product groups, special projects or cross product initiatives • Identifies and analyzes dashboard variances and trends, and proactively proposes strategies and actions to avoid suboptimal use of resources or potential short, medium and long term gaps • Provides management and leadership with agreed-on IS/IT resource reports and advisory that are timely and accurate to support governance activities around the selection, prioritization, strategic and organizational planning, and execution oversight of initiatives • Monitors and takes direct action or escalates in cases involving the optimal and effective usage of the entire cadre of resources, specific roles, and/or sets of capabilities • Provides a variety of management and executive analysis that enable decision making on the health, flexibility and adaptability and of the strategy alignment of the IS/IT workforce; incl.
the status of recruitment, training or change management initiatives – analytics enabled by job positions, product groups, geographies or other relevant strategic categories • Supports workforce related problems solving through brainstorming, decision making inputs or recommendations for IS/IT leadership team and for key initiatives and leaders Automation • Participates in agile iteration as a key IS/IT consumer of an automated process and platform that receives, analyzes and offers available staff members assignments • Participates in agile iteration as a key IS/IT consumer of an automated process and platform that provides global transparency on staff proficiency (current and growth paths) and availability • Communicates, using the IS/IT Community of Practice platform, any topics related to Workforce Planning and Management as agreed between the Community of Practice Lead and the Head of IS/IT Workforce Planning and Management     Key Experience.
• A bachelor's degree in IS/IT, general, business, project, human resources and/or supply chain management.
• 4+ years of creating and leading high performing ISIT teams • 5+ years of experience in one or more of the following areas.
ynamic resource allocation, capacity planning, consulting or professional services program or project management.
• Overall experience with assembling, analyzing, recommending, escalating, reporting, and explaining various kinds of metrical, graphical, situational, interpersonal, opportunities, issues and risks surrounding workforce to IS/IT leads • Experience dealing with third-party suppliers (hiring, coaches, L&T, etc.) and contingent workforce • Experience with effective communication at different levels in the organization and in English.
• Experience having worked in a global environment and with virtual teams.
We offer more than just a job.
We put people first and inspire you to become the best version of yourself.
Great benefits including competitive salary and a comprehensive social benefits package.
We have one of the most competitive pension plans on the market, as well as flexible remuneration with tax advantages.
health insurance, restaurant card, mobility plan, etc.
Personal and professional growth through ongoing training and constant career opportunities reflecting our conviction that people are our most important asset.
Hybrid working environment with flexible working scheme.
Our state-of-the-art campus is dog friendly and equipped with a medical center, canteen and areas to co-create network and chill! Recreation activities such as yoga, Zumba, etc.
and a wide range of volunteering activities.
Ciudad de Mexico, MX, Ciudad de Mexico, MX,