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.g. 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 (70-20-10) 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, allocatio
