Transforming Careers: Our Talent Acquisition Rotational Program

We’re proudly committed to supporting the growth and development of our associates. When our Talent Acquisition (TA) team expressed their desire to collaborate more closely across functions, our leadership team responded by introducing the Talent Acquisition Rotational Program (TARP). This initiative provides an enriching experience for Tim, Fabian, and Ali, enabling them to expand their expertise, gain deeper insights into our business, and approach problem-solving from fresh perspectives.

Can you tell us about your background and what led you to apply for TARP?

Tim: I’ve been with Nestlé Purina  Talent Acquisition since 2021, as a Recruiter supporting our Product Supply teams, so think our hourly and salaried manufacturing roles . I love working with our factory and engineering teams, but I felt TARP was an opportunity to challenge myself and learn about an area of the business I’m not working with day-to-day.

Fabian: I started at Nestlé Purina in February 2021 as a Sourcer on our Commercial team. While I sourced on other roles, most of my time was spent supporting our sales openings. I applied to TARP for the opportunity to join and learn from the largest team within our TA department, Product Supply. I knew this opportunity would allow me to partner with recruiters that I never worked with before, giving me new perspectives on how to strategically locate and land quality talent.

Ali: I joined Nestlé Purina in 2020 as an Assessor for our Product Supply team. In 2021, I moved into a Recruiter position to continue to challenge myself and build my industry knowledge. I applied for TARP to extend my skillset and knowledge of the business. I knew it would be a great opportunity to develop, network, and learn.

What has been the most valuable aspect of participating in the rotational program so far?

Fabian: Building relationships with stakeholders that we support and working with my recruiting partner to reach that goal. In working with different factory locations and departments there is no “one size fits all” approach to recruitment. I’ve gained a mindset that each role is its own project, and I work to manage that project and its stakeholders, priorities, and challenges individually.

Ali: The most valuable aspect of TARP so far has been completely changing my scope of work. I have gone from full cycle recruitment, to focusing on content creation, vendor management, and advertising on the Digital Brand Management team. The team moves with focus and intentionality behind each decision made, taking the time to think through every potential outcome. This will impact my work when I return to recruiting for the Product Supply team. It has taught me the importance of slowing down and thinking critically before making any moves.

How has the program helped you develop new skills or expand your knowledge in Talent Acquisition?

Ali: On the Digital Brand Management team, you flex your creative and strategic muscles in every project you take on. Whether creating copy, working through collateral for our new Employee Value Proposition, or generating ideas for new, rich content, you are constantly challenged to think outside the box.

What have been some key learnings you have gained about the recruitment process and talent acquisition strategies through this program?

Fabian: I’ve discovered that in Product Supply, recruitment mirrors the work being done in the factories. The team works fast and efficiently to keep up with the demands of the business. I’ve learned how to develop and implement recruitment strategies and confident decision making in a shorter timeframe than I have in the past. While an opening on any team is felt and sometimes absorbed by others, the consequences of a specialized role going unfilled in the factory can be detrimental to the business. The biggest learning I will take from this experience is that our factories are at the heart of our company, and while there is pressure to fill these positions, I am proud to support our most vital organ.

How has the rotational program exposed you to different areas of Talent Acquisition, and how has that impacted your perspective on the field?

Tim: Recruiting on both sides of the business, you realize that each part of the company faces different challenges, but ultimately the work we do is the same. Talent Acquistion wants to be a strategic partner with our hiring teams and be empathetic to those challenges they are facing.

Have there been any unexpected or surprising discoveries during your time in the program?

Tim: The most surprising discovery came when I had the opportunity to visit the Nestlé Development Center in St. Joseph, MO . I knew we had incredible R&D resources, but that visit solidified how committed our company is to quality and making sure we provide the best care for pets.

Ali: Earlier this year, I was able to travel to one of our Sales offices in Scottsdale, AZ . I was able to meet with a variety of folks, all specializing in different areas of Sales. I heard about their journeys through Purina, and how they were able to grow their careers quickly. This trip was an invaluable experience.

What are your goals and aspirations for the remainder of the year in the rotational program? What do you hope to achieve or learn?

Fabian: Currently my biggest goal is to continue to support Williamsburg Township, OH  recruitment. As our newest factory, the team has high expectations for the talent being brought in and it has been a fun challenge to locate and land the niche skillsets required.

How has the program fostered collaboration and networking opportunities with other professionals in the Talent Acquisition field?

Tim: I’ve gotten to work closely with our talented Corporate and Commercial groups. Getting to learn from them, not only about the roles they support, but their ways of working, has been invaluable. I’ve picked up so many different learnings.

Ali: I have not only been able to network with a variety of folks in Purina and Nestlé, but also have worked closely with my two TARP partners, Tim and Fabian, throughout the year on various projects. This year has been a deep immersion in collaboration and I’m able to learn more and more from them in each project we tackle together.

Looking ahead, how do you envision the skills and experiences gained from this rotational program benefiting your future career growth at Nestlé Purina?

Tim: I think this experience has given me incredible perspective and taught me to say “yes” to more opportunities. I feel equipped with more knowledge of the business, Talent Acquisition practices, and my teammates. It’s been an awesome experience. Challenging, but incredibly rewarding .

Fabian: This experience has given me a better understanding of how each of our teams are connected and it will change the way I approach candidate conversations about our business. Additionally, this experience will change my interactions with our HR Business Partners and hiring teams as I’ve been exposed to more diverse challenges. Being able to connect and problem solve with our HR Business Partners brings an opportunity to get ahead of future recruitment challenges we may face.

Ready to jump into a career that supports your growth and aspirations? Check out openings that span across our organization.