Talent Partner, Driscoll's of the Americas

About the OpportunityThe Talent Partner at Driscoll’s is a senior, strategic role focused on enterprise talent development, leadership readiness, and succession strength across Driscoll’s of the Americas (DOTA). This role partners closely with DOTA business leaders, HR Business Advisors (HRBA), HR Business Partners (HRBPs), and Global Talent Centers of Expertise (CoEs) to design and enable a forward-looking, data-driven talent strategy that supports business performance, leadership continuity, and long-term organizational capability.The DOTA business unit spans four countries: United States, Canada, Mexico, and Peru, with approximately 4,000 employees operating in a complex, multinational environment. This role is designed for talent practitioners with deep experience shaping talent systems in large, global or matrixed organizations, rather than those primarily focused on recruiting or broad HR administration.The Talent Partner operates as both a thought partner and architect, translating business strategy into enterprise-level talent priorities, while ensuring development, succession, and mobility practices are scalable, culturally grounded, and aligned across geographies.This position is based in Watsonville, California, with domestic and international travel up to ~30%.Role Impact & ScopeThe Talent Partner leads the DOTA talent agenda, using internal and external insights to identify capability gaps, leadership risks, and development opportunities tied to mid- and long-term business strategy. The role contributes to an agile, high-performance culture by shaping how talent is identified, developed, reviewed, and moved across the organization—particularly at leadership and critical-role levels.In addition, this position serves as an enterprise owner of a global talent initiative or framework within the Global Talent CoE, bringing deep subject-matter expertise and ensuring consistency, quality, and measurable impact across regions.ResponsibilitiesEnterprise Talent Strategy & Workforce CapabilityDesign and drive a multi-country talent development strategy aligned with DOTA and enterprise business prioritiesPartner with HRBPs, HRBAs, and senior leaders to translate strategic objectives into capability, leadership, and succession prioritiesUse qualitative and quantitative data to assess talent health, identify risks, and inform leadership decisionsCollaborate with Global CoEs and regional HR teams to reinforce a consistent leadership and performance culture across DOTALeadership, Talent Reviews & SuccessionLead and evolve DOTA-wide talent and succession review processes, ensuring rigor, calibration, and actionable outcomesDefine and maintain critical role profiles and success criteria across functions and geographiesStrengthen leadership pipelines by partnering with leaders to assess readiness, potential, and development needsSupport enterprise succession planning for senior and business-critical rolesTalent Development, Mobility & EngagementShape and enable career pathways and internal mobility, with a strong emphasis on leadership and cross-border developmentPartner with Learning & Development, OD, and HRBPs to deploy targeted development solutions aligned to capability needsInterpret and synthesize employee engagement and talent survey data to guide leadership action planningEmbed diversity, equity, and inclusion principles into talent identification, development, and succession practicesData, Insight & Executive ConsultationIntegrate regional talent insights into a cohesive narrative connected to business strategy and outcomesServe as a trusted talent advisor to DOTA senior leaders, providing consultation on leadership health, readiness, and riskSupport executive-level talent discussions with high-quality analysis, scenarios, and recommendationsContribute to the definition and execution of DOTA’s People and Leadership prioritiesGlobal Talent Program OwnershipAct as enterprise lead for a global talent process or framework within the Global Talent CoE (e.g., succession planning, competency models, assessment frameworks, performance or talent review architecture)Drive continuous improvement, adoption, and effectiveness of the program across regions and business unitsCandidate ProfileCore CapabilitiesDeep expertise in enterprise talent management, leadership development, succession planning, and organizational capability buildingProven ability to design, implement, and scale talent frameworks in complex, multinational or matrixed organizationsStrong business acumen with the ability to translate strategy into people and leadership implicationsAdvanced stakeholder consulting, influencing, and facilitation skills with senior leadersHigh comfort working with talent data, diagnostics, and insights to drive decisionsExecutive presence with the ability to operate as a thought partner rather than a transactional HR resourceStrong program ownership, change leadership, and cross-functional collaboration skillsRequirements6–10+ years of experience in Talent Management, Leadership Development, Organizational Effectiveness, or Enterprise HR Strategy roles (not primarily talent acquisition or HR generalist roles)Demonstrated experience working across multiple countries or regionsBachelor’s degree preferred or equivalent experience in talent or organizational developmentFluent English required; Spanish strongly preferred due to partnership across Latin AmericaWillingness and ability to travel domestically and internationally (~30%)Compensation & Benefits:The following information is provided in good faith as a general description of the salary range and benefits for the position posted. The actual compensation offered to the successful candidate is dependent upon experience, skills, education, work location, internal pay equity, and other objective job-related factors.Salary Range estimated for the Talent Partner, DOTA: $110,000 to $164,000 USD.Driscoll’s is committed to a culture of care and offers an attractive benefits package that includes comprehensive medical, dental, and vision coverage, life insurance, and disability coverage for positions working more than 30 hours per week. Other benefits include: 401(k) with employer match, profit-sharing participation, paid sick time, paid vacation, paid personal and family care leave, and a free Employee Assistance Program (EAP). More detailed information regarding the benefits package, will be shared during the application process.#LI-LM1
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