Talent Programs Manager in Garner, NC at Butterball

Date Posted: 5/10/2021

Job Snapshot

Job Description


Talent Programs at Butterball are focused on building sustainable pipelines that align to our strategic objectives. Our early stage, technical, and management development programs are in service of current and future team member career growth and to ensure we have ready talent for critical roles, at all levels, at Butterball.

The purpose of the Talent Programs Manager is to collaboratively create, enable and oversee specialized talent acquisition and development programs. The role will be responsible for:

  • program development, enhancement, and support
  • business, college, and community resource partnerships
  • early talent development paths and transition
  • building and amplifying the talent brand
  • program and process excellence

The ideal candidate will be a dynamic and practiced advisor to stakeholders and leaders who support our team members. They are a relationship builder and create bridges to best practices. They possess a strategic mindset with a deep sense of curiosity and passion for our future business and bring a holistic system thinking approach to their work. Most importantly, they are a champion for people and helping our current and future team members feel a sense of belonging and realize their growth potential at Butterball.


  • BS/BA in Business Administration, Human Resources, Training and Development, Psychology or related discipline.  
  • 7+ years of progressive and multi-disciplinary talent experience:  recruiting (full cycle), early talent, technical, and management development program design and management, talent development and career pathing in diverse functional environment.
  • 3+ years’ experience managing large-scale campus engagement programs with a demonstrated track record of success.
  • 3+ years’ experience developing and managing innovative early-stage talent development programs (apprenticeships, internships, management development, etc.).

With experience in the following areas:

  • Strategic planning, program development and management, project planning and documentation, business forecasting, and resource management.
  • Managing and influencing a diverse set of collaborators and resources as required to drive the successful development and deployment of programs across an organization.
  • Exemplary communication skills and presence, able to cultivate authentic and long-lasting relationships.
  • Analyzing data, developing reports, and conducting outcome-oriented presentations for internal and external stakeholders and executive-level decision-makers.



Program Design and Management

Existing Programs: Assume responsibility for managing and enhancing specialized talent acquisition and development programs, including enterprise expansion where appropriate. Program examples:

  • MDP – Management Development and Intern Program
  • LAP – Leadership Apprentice Program
  • MAP – Maintenance Apprentice Program
  • NCG – New College Graduate Program

New Programs:

  • Develop and implement: Responsible for developing (attraction to transition) and implementing early-stage development programs aligned to our strategic business objectives.
  • Educate and enable: Build sustainable frameworks and enable the business to apply learning concepts and manage the programs at the local level with support at the enterprise level.
  • Oversee and optimize:
    • Provide collaborative oversight and ensure we build program interactions that continuously improvement program outcomes. 
    • Work with state agencies and economic development organizations to register apprenticeship programs and, as warranted, secure grants in support of their ongoing operations.


Diverse Talent Development and Career Pathing

  • Attract: Develop practices to expose diverse talent slates, internally and externally, traditional and non-tradition candidates to early-stage growth opportunities.
  • Acquire: Using candidate centric and progressive evaluation and selection methods fill programs with the right skills and potential to grow in the organization.
  • Develop:
    • Create learning curriculums and use talent development programs and practices to enable skill development.
    • Build career paths for participants and create visibility to capability and career growth.
    • Develop “people developers” in the local teams to ensure we keep our development commitments.
  • Transition: Track and transition talent from programs into more progressive roles using our business partners and steering committees.


Business and Collegiate Partnership (Internal and External)

  • Builds relationships across all levels of the organization and creates on-going and sustainable engagement and value-added solutions by establishing senior leader and local stakeholder steering committees.  
  • Partner with business leaders and key stakeholders to set strategy, develop program and execution plans and success metrics.
  • Own university engagement initiatives, grows and focuses our strategic campus reach deemed relevant by virtue of our business strategy.
  • Optimizes talent acquisition partners to support year-round early talent identification, attraction and hiring for programs.
  • Establishes themselves as a strategic advisor on business initiatives and talent readiness.


EVP and Talent Brand

  • Build the next generation talent brand specific to attracting and developing next generation talent, internally and externally.
  • Amplify the talent brand. Design and manage marketing collateral for all programs through a collaborate partnership with marketing.


Programs and Process Excellence

  • Build program processes and standards of excellence. Train and enable the organization to be successful program partners.
  • Accurately and consistently analyze data and report on KPIs in support of decision-making and program performance.


  • Strategic planning, business forecasting and resource management
  • Project planning and documentation
  • Manage diverse stakeholders, collaborators and resources to achieve collective outcomes.
  • Ability to identify and develop direct and indirect team capabilities
  • Exemplary communication skills (all facets)
  • Ability to deal with ambiguity
  • Leads and executes. Able to work in a fast-paced environment where change is constant and willing be both leader and practitioner.  
  • Technology savvy
  • Skilled at analyzing data, developing reports, and conducting outcome-oriented presentations for internal and external stakeholders and executive-level decision-makers.
  • Ability to understand organizational complexity and adapt solutions to maximize value

Level of Independence: Independent problem solver, operates with minimal direction and with a high degree of independence.


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