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 ProfileCore 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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Skills Required
- 6-10+ years of experience in HR Business Partnering, Talent Management, or a related HR role
- Bachelor's degree preferred or equivalent HR experience
- Fluent English required; Spanish proficiency strongly preferred
- Availability for domestic and international travel (~30% of time)
Driscoll'S Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Driscoll'S and has not been reviewed or approved by Driscoll'S.
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Healthcare Strength — Health coverage includes comprehensive medical, dental, and vision, alongside wellness resources and an Employee Assistance Program. Company materials emphasize easy access and breadth as part of a formal Total Rewards program.
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Retirement Support — A 401(k) with employer match and participation in profit sharing are offered to support long‑term savings. These components complement base pay as part of the overall package.
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Leave & Time Off Breadth — Paid vacation, sick time, and personal/family care leave are provided, with parental leave and volunteer time off also referenced. The mix indicates a well‑rounded time‑off framework.
Driscoll'S Insights
What We Do
Driscoll’s is the global market leader for fresh strawberries, blueberries, raspberries and blackberries. With more than 100 years of farming heritage and hundreds of independent growers around the world, Driscoll’s is passionate about growing great tasting berries. Driscoll’s exclusive patented berry varieties are developed through years of research using only natural breeding methods – that means no GMOs. A dedicated team of agronomists, breeders, sensory analysts, plant pathologists and entomologists help grow baby seedlings that are then grown on family farms. Our independent berry growers then work with Mother Nature, using experience and know-how to get the very best out of each strawberry, blueberry, blackberry and raspberry plant. Driscoll’s is serious about yummy berries! Driscoll’s is the trusted brand for Only the Finest Berries ™.
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