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This role is aligned with the Future Electronics business.

As the Future Electronics business evolves as an organization, it is critical that talent processes enhance employee experience and drive business outcomes. This leader will be accountable for translating the business vision into a future-focused and actionable talent agenda that aligns with company goals. They will provide a critical perspective on talent, collaborating cross functionally and with business leaders across the organization to help prepare the workforce, across all levels, for the future.

With a strong emphasis on collaboration and developing practical, outcome-driven programs, the successful candidate will partner with the Head of Talent and CHRO and drive a talent strategy that reflects the unique needs of the business groups and positions the business favorably will oversee initiatives aimed at enhancing the entire employee lifecycle within the end-to-end talent lifecycle.

With a bias for action, this talent leader will be proven as a strategic and creative thinker, a data-savvy professional who collaborates seamlessly and speaks the language of the business. This leader will have proven expertise successfully in a matrixed environment and will build relationships to operate both as a thought partner and leader who will roll up their sleeves up and be a player-coach.

With a proactive mindset, this talent leader will demonstrate strategic and creative thinking, embodying a data-savvy approach. The ideal candidate will have a proven track record of success in a matrixed environment, forging relationships that enable them to operate as both a thought partner and a hands-on leader who engages in the work as a player-coach.

The role can be based in Wilmington, Delaware or Asia Pacific.

Responsibilities:

Talent Strategy

• Design, develop and deliver a strategic talent agenda that is accessible and actionable. Provide exceptional expertise, consultation, and direction in all areas related to enterprise-wide talent.
• Work closely with key stakeholders (HR Business Partners, Senior Leaders, Internal Comms, etc.) to develop integrated and measurable talent management programs while maintaining consistency and accountability across the organization
• Oversee the selection, delivery, and infusion of relevant systems, tools, and metrics related to all aspects of the employee lifecycle.

Leadership Development, Succession, and Assessment

• Assess gaps and lead an overarching leadership assessment and development process; build a methodology and ensure that the plan is strategic and actionable across all levels of the organization.
• Offer counsel and a strategic outlook for the business as it relates to enterprise talent and succession.
• Lead ongoing improvement in leadership effectiveness through targeted assessment models, development programs, predictive selection, and role and organization design.

Workforce Planning

• Develop and implement a workforce planning strategy that focuses on identifying and preparing for critical talent gaps, particularly for hard-to-fill roles.

Employee Engagement

• Design the engagement survey approach and roadmap

Key Knowledge, Skills, and Abilities:

• Possesses strong subject matter expertise with extensive experience in talent management, leadership development, and HR generalist functions.
• Exhibits robust consulting abilities, including effective questioning, idea contributions, critical thinking encouragement, and the clarification of key issues.
• Capable of delivering high-quality work products, including thorough analyses, compelling presentations, and detailed reports, with minimal supervision.
• Skilled in developing project plans, managing budgets, and cultivating vendor relationships with limited guidance.
• Exhibits a positive, proactive attitude; fosters exceptional teamwork; and takes personal responsibility for achieving results.
• Effectively navigates complexity, ambiguity, and pressure to execute tasks in a dynamic, start-up-like environment.

Core Qualifications:

• Over 10 years of experience in consulting or corporate positions specializing in talent management, leadership development, or HR generalist functions.
• High proficiency in MS Excel, PowerPoint, HRMS, Workday, and data visualization tools.
• Bachelor’s degree in HR or related field is required; an advanced degree is preferred.

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On May 22, 2024, we announced a plan to separate our Electronics and Water businesses in a tax-free manner to its shareholders. On January 15, 2025, we announced that we are targeting November 1, 2025, for the completion of the intended separation of the Electronics business (the “Intended Electronics Separation”)*. We also announced that we would retain the Water business. We are committed to ensuring a smooth and successful separation process for the Future Electronics business. We look forward to welcoming new talent interested in contributing to the continued success and growth of our evolving organization.

(1)The separation transactions are subject to satisfaction of customary conditions, including final approval by DuPont's Board of Directors, receipt of tax opinion from counsel, the filing and effectiveness of Form 10 registration statements with the U.S. Securities and Exchange Commission, applicable regulatory approvals, and satisfactory completion of financing.  For further discussion of risks, uncertainties and assumptions that could impact the achievement, expected timing and intended benefits of the separation transactions, see DuPont’s announcement.

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