{"id":54546,"date":"2023-06-06T17:50:08","date_gmt":"2023-06-06T17:50:08","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=54546"},"modified":"2023-06-06T17:50:14","modified_gmt":"2023-06-06T17:50:14","slug":"view-from-the-top-todd-winkleman-at-natures-bakery","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/nl\/market-insight\/industry-leaders\/view-from-the-top-todd-winkleman-at-natures-bakery\/","title":{"rendered":"View from the top – Todd Winkleman at Nature’s Bakery"},"content":{"rendered":"\n
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In our most recent edition of “View from the top”, we interview Todd Winkleman<\/a>, Vice President of People at Nature’s Bakery<\/a>. <\/h2>\n\n\n\n
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What are you really, really good at?<\/strong><\/p>\n\n\n\n

As businesses inevitably expand or contract, I have become very skilled at navigating business transformations.  More times than not, business transformations may not incorporate HR implications into the overall thinking.  As an HR leader, it is important to highlight this gap and partner with an organization to close the gap.  These moments require a skilled HR leader to work through the organizational design, communication plan, and the change management activities to ensure the transformation is a success.  While these are important components in a business transformation, it is equally important to ensure the transformation can be sustained.  This is where HR leaders need to be savvy enough to understand how the interrelated components of an organization support transformations.  Specifically, the talent acquisition strategy, rewards and recognition programs, talent development programs, and performance management strategy should all be reviewed and adapted to support the transformation.  These are key levers that can help reinforce the desired future state your business transformation is trying to achieve.  <\/p>\n\n\n\n

What do you predict will be the major trends impacting talent acquisition and management over the coming year?<\/strong><\/p>\n\n\n\n

The pandemic seemed like it broke the norms of talent acquisition and talent management as everyone was just trying to be able to run their businesses.  As we have turned the page, I think there will be a return to basic fundamentals and better process discipline.  HR teams will need to focus on the “right people with the right skills at the right time”.  In practicality, this means a renewed focus (or in some cases a relaunch) of all aspects of strategic workforce planning.  One model for strategic workforce planning has four key components:<\/p>\n\n\n\n