Brenda is the Global Talent Manager for HEINEKEN International within Global HR starting 1 August, 2013. Her area of responsibility includes the further development and implementation of HEINEKEN’s Global Talent Management processes, ensuring a consistent set of processes to integrate, hire, develop and retain talents and build leader pools and successor planning.
HR Vision asked Brenda, “what tips can you offer about how companies can get ahead of the hiring curve to fill any succession gaps?”
“There is not one easy answer here. It takes constant focus, discipline and inclusion. Companies need the constant focus of leadership to look for people in and out-side of your organisation at possible successors. They need to be focussed on the specific skills that are needed in the organisation and on possible successors that could eventually fill multiple roles. Companies also need to be disciplined at succession planning conversations and the criteria by which they are judging possible successors. Lastly, leaders need to be inclusive. They need to look in untraditional places for people with different backgrounds to possibly join successor pools. They need to think creatively.”
Read Brenda Broad’s full Q&A here.
To find out more on how leading brands are identifying talent for their organisation, come to this year’s Upcoming HR Vision Event.
