JBT Corporation

  • Talent Acquisition Business Partner

    Job Locations US-FL-Orlando
    Posted Date 4 months ago(12/29/2017 1:58 PM)
    Requisition ID
    2017-2707
    # of Openings
    1
    Category
    HR, Facilities, HSE
  • Overview

    John Bean Technologies Corporation (JBT Corporation) is a leading global technology solutions provider to high-value segments of the food processing and air transportation industries. The company designs, manufactures, tests and services technologically sophisticated systems and products for its customers.

     

    JBT keeps food cold and jets in the air.  Its JBT FoodTech segment makes commercial-grade refrigeration systems, freezers, ovens, canning equipment and food processing systems for fruit, poultry, meat patties, breads, pizzas, seafood and ready-to-eat meals.  JBT AeroTech manufactures and services ground support equipment (plane de-icers, aircraft tow vehicles and cargo loading systems), airport gate equipment (Jetway brand) and military equipment.

     

    John Bean Technologies was spun off from FMC Technologies in 2008.  JBT Corporation takes its name from John Bean, a California inventor who founded Bean Spray Pump Company in 1884, the company that eventually became Food Machinery Corporation (FMC) though a series of mergers and acquisitions in the 20th century.  (The original Bean Spray Pump technology was adapted to make a plane de-icer in the 1960s.)

     

    In mid-2012, JBT's FoodTech division bought container sterilization machinery belonging to H.G. Molenaar & Co (Pty) Ltd., a firm in South Africa.  The deal enabled JBT to offer global customers an even broader range of equipment for the canned food industry. In addition, JBT has acquired several key companies on the protein processing side, including Formcook AB, Wolf-tec, Tipper Tie, C.A.T.  and Novus.  On the Liquid Foods side of the business, JBT has also made key acquisitions, including:  ICS Solutions, Stork Food & Dairy Systems and A&B Process Systems. 

     

     

    Geographic Reach

    JBT owns production facilities spanning almost 25 countries.  Its principal production facilities are located in the U.S. (California, Ohio, Pennsylvania, New York, Wisconsin, North Carolina, Arkansas, Utah and Florida), Spain, Mexico, Brazil, Belgium, Italy, the Netherlands, Sweden, the U.K., South Africa and China.  The U.S. alone accounts for about half of its sales.  Other major markets include the EMEA region (28 percent), Asia/Pacific (12 percent), Latin America (8 percent) and Canada (2 percent).  JBT sells its FoodTech products to more than 100 countries.

     

    Operations

    Since its inception, the company has delivered more than 40,000 pieces of food processing equipment, which includes more than 8,000 industrial freezers, 2,200 industrial citrus juice extractors, 3,000 industrial sterilization systems and 8,500 coating systems.  JBT has also delivered the largest volume of cargo loaders (more than 9,500), passenger boarding bridges (more than 7,900) and aircraft de-icers (more than 4,700).  The company has also sold more than 2,200 mobile passenger steps, more than 2,000 cargo transporters and more than 1,800 tow tractors.

     

    Financial Performance

    In 2016, e reached $1.3 billion in revenues, up 22% versus 2015’s strong performance. The increase comprised of 9 percent organic growth and 13 percent growth from acquisitions. Segment operating profit, margins and diluted earnings per share (EPS) also grew significantly year over year, the latter by a robust 21%.

     

    Our Food and Aero segments both contributed to JBT’s strong 2016 results. Full-year food business revenues were up by 28%, with segment operating profit increasing by 33% compared with 2015. AeroTech’s full-year revenues and operating profi t grew by 10% and 18% respectively versus the previous year.

     

    One JBT

    ONE JBT and the Next Level were introduced in 2014.  The company is internally focused on “Fix-Strengthen-Grow” − Fixing profitability to drive economic return and generate cash for growth.  This includes the ONE JBT cultural transformation, which involves implementing shared services; Strengthening to develop capabilities to achieve a disciplined growth capability, which includes initiating the JBT Excellence Model (JEM), including value-based pricing and Lean implementation; and Growing by focusing on organic and acquisition initiatives that move the needle.

    JBT achieved it’s Next Level objectives in 2016, one year ahead of schedule. As a result, the Executive Team outlined the JBT Elevate strategy that will guide our next period of growth in the fall of 2016. A strong focus on our people and talent management is a key part of Elevate. In particular, Elevate requires that talent management, in particular the ability to attract, develop, promote and retain the most talented teams in our industry, is a competitive advantage for JBT. A key requirement in this vision is to build a world class Talent Acquisition capability.  We are seeking to hire a strong

     

     

    Talent Acquisition Business Partner will partner with clients to develop and execute recruitment strategies based on the business or functional talent needs. This position will be responsible to provide full-cycle recruiting services including; sourcing, leveraging social media, business partnering, ensuring talent brand execution, utilizing talent analytics, assessing candidates, and managing the candidate experience.  You will focus on helping to recruit for mid to senior-level professional roles in addition to technical or other hard to fill positions.  The Talent Acquisition Business Partner is responsible to present key recruiting topics to the business and HR partners. This role will be tasked with leading key projects and project teams within the Talent Acquisition function including deploying critical process improvements. The ideal candidate will be able to add immediate value in recruiting critical talent for JBT and will be well positioned to enjoy a compelling career path in Talent Acquisition or Human Resources in a growing, global technology manufacturing company.

     

     

    Major Areas of Responsibility

     

    60% Develop, Implement & Execute Recruitment Strategies, Programs and Processes 

    • Provide full-cycle recruiting services including recruitment strategy session, candidate sourcing, interviewing, selection processes, offer management, process documentation, compliance management, and status communication with candidates and hiring managers. Partner with business/functional leaders and HR leaders to develop the recruitment and sourcing strategies, establish priorities, and ensure alignment with delivering talent strategies. 
    • Actively participate on project team(s) with businesses and functional areas for recruitment related initiatives present project related data in a SME capacity when needed
    • Draw upon full industry knowledge to provide input on finding functional talent (best sourcing/recruiting channels and methods), which includes utilizing labor market consultation, competitive intelligence, and selling the JBT brand.
    • Understand and remain aware of industry and market trends, and how they affect sourcing, attraction, and retention of talent.
    • Evaluate current and potential recruitment process and techniques to identify and drive improvements and efficiencies.

     

    30% Internal Business Partner/Relationship Management

    • Develop and maintain close partnerships with hiring managers to gain a full understanding of their team’s responsibilities and hiring needs.
    • Move the hiring process forward in a timely manner through continuous contact with hiring managers.
    • Provide guidance and recommendations for talent acquisition process improvement
    • Responsible to develop and maintain key internal/external relationships to drive the success of the recruitment strategy and employer branding, which may include: hiring managers, human resource professionals, industry contacts, candidates, etc.
    • Utilizes deep recruitment subject matter expertise and partners with business and HR leadership (e.g. BU Managers, Business HR Managers, etc.) regarding branding, recruiting/sourcing strategies, candidate assessment, metrics and analytics, position responsibilities, forecasting, etc.
    • Manage respective candidate pools to ensure qualified candidates remain engaged in current or future opportunities and ensure a strong positive client and candidate experience.
    • Provide advanced or specialized training and direction related to a Talent Recruitment process or system for HR professionals in the business.
    • Where applicable, actively participates in the management and selection of vendors.

     

    10% Compliance and Performance

    • Possess basic understanding of OFCCP, EEO and other compliance requirements.
    • Ensure that EEO representation and retention is equal to or better than standard representation in the EEO job group.
    • Maintain hiring records to ensure compliance with federal/state EEO Guidelines.
    • Review and provide guidance on accountability measures and processes to ensure compliance of policies, processes, budget and procedures.Position Success Factors
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    •  
    • Strong Organizational Skills
    • Problem Solver
    • Assertive
    • Skilled Influencer
    • Quality Committed
    • Detail Oriented
    • Project Management
    • Process ImprovementEducation
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    • Mandatory: Bachelor’s degree in engineering, communications, human resources, business or business-related field
    • Preferred: MBA or HR generalist experience.

     

    Qualifications

     

    Mandatory        

    • Extensive Professional, Technical and Operational Leadership recruiting experience, preferably in a high growth manufacturing or similar environment supporting multiple sites and/or stakeholders
    • Knowledge of MS Office products and applicant tracking systems.
    • 7+ years of relevant business and/or human resources experience
    • 5+ years recruiting experience. Prior Manufacturing, Industrial, or Supply Chain recruiting experience is a plus.
    • Demonstrated business acumen, business partnering skills and results orientation
    • Previous experience proactively sourcing or pipelining candidates
    • Knowledge of industry and labor market trends
    • Ability to analyze and interpret data to tell a story and make recommendations to improve sourcing and recruiting strategies/methods
    • Demonstrated knowledge and understanding of employment laws and diversity recruiting strategies
    • Strong process management and process improvement skills that ensure consistent quality of service delivery
    •  Excellent client service skills and ability to build rapport with candidates and clients at all levels

    Ability to manage multiple priorities

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