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About the Opportunity The 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 & Scope
The 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. Responsibilities

Enterprise Talent Strategy & Workforce Capability

Design and drive a multi-country talent development strategy aligned with DOTA and enterprise business priorities

Partner with HRBPs, HRBAs, and senior leaders to translate strategic objectives into capability, leadership, and succession priorities

Use qualitative and quantitative data to assess talent health, identify risks, and inform leadership decisions

Collaborate with Global CoEs and regional HR teams to reinforce a consistent leadership and performance culture across DOTA

Leadership, Talent Reviews & Succession

Lead and evolve DOTA-wide talent and succession review processes, ensuring rigor, calibration, and actionable outcomes

Define and maintain critical role profiles and success criteria across functions and geographies

Strengthen leadership pipelines by partnering with leaders to assess readiness, potential, and development needs

Support enterprise succession planning for senior and business-critical roles

Talent Development, Mobility & Engagement

Shape and enable career pathways and internal mobility, with a strong emphasis on leadership and cross-border development

Partner with Learning & Development, OD, and HRBPs to deploy targeted development solutions aligned to capability needs

Interpret and synthesize employee engagement and talent survey data to guide leadership action planning

Embed diversity, equity, and inclusion principles into talent identification, development, and succession practices

Data, Insight & Executive Consultation

Integrate regional talent insights into a cohesive narrative connected to business strategy and outcomes

Serve as a trusted talent advisor to DOTA senior leaders, providing consultation on leadership health, readiness, and risk

Support executive-level talent discussions with high-quality analysis, scenarios, and recommendations

Contribute to the definition and execution of DOTA's People and Leadership priorities

Global Talent Program Ownership

Act 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 units

    Candidate Profile

Core Capabilities
Deep expertise in enterprise talent management, leadership development, succession planning, and organizational capability building
Proven ability to design, implement, and scale talent frameworks in complex, multinational or matrixed organizations
Strong business acumen with the ability to translate strategy into people and leadership implications
Advanced stakeholder consulting, influencing, and facilitation skills with senior leaders
High comfort working with talent data, diagnostics, and insights to drive decisions
Executive presence with the ability to operate as a thought partner rather than a transactional HR resource
Strong program ownership, change leadership, and cross-functional collaboration skills

Requirements
6-10+ 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 regions
Bachelor's degree preferred or equivalent experience in talent or organizational development
Fluent English required; Spanish strongly preferred due to partnership across Latin America
Willingness 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 $180,000 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.
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