Jennifer is the Head of Global Talent Acquisition of SABMiller, the second largest global brewer and one of the world’s largest bottlers of Coca-Cola drinks. The group’s brand portfolio includes premium global brands such as Pilsner Urquell, Peroni, MGD and Grolsch, and has over 70,000 employees in 80 countries. Over the past 8 years, she has created a centre of excellence which provides leadership and advocacy around TA group initiatives. The direct sourcing model she implemented in 2006 was seen as ahead of its time and continues to deliver significant annual cost savings for the business. Jenniferholds a Master’s degree in Counselling Psychology and began her career as a Certified Drug and Alcohol Counsellor, moving swiftly to the talent sector where she has spearheaded several internal TA teams, taking organisations from full agency models to internal strategic headhunting centres aligned to support commercial agendas. Her background spans 15 years of broad Talent and HR experience across a breadth of industries from financial services, telecommunications and manufacturing to retail and drinks sectors. Jennifer is a regular speaker at international and European forums and is passionate around creating sustainable solutions to address strategic future of talent challenges. She was selected as a 2014 project lead for LinkedIn 100, a group of global TA thought leaders, named as one of the Top 20 UK Recruiting Pioneers by "Resourcing Magazine " in 2008 and was profiled as one of the 11 most influential UK based resourcing leaders by "Recruiter Magazine in 2013.
Content Featuring Jennifer Candee
For many organizations, global labor trends look dire. Looming talent gaps—low emerging STEM talent, retiring boomers, low gender inclusion– are making key roles increasingly harder to fill. After all, it won't matter how ...Read more
In this 13 minute interview with Jennifer Candee, Head of Global Talent Acquisition, SABMiller, we ask her:
• In your role as a Head of Global Talent Acquisition how are you currently navigating the STEM skills gap?
• What are you currently doing and what are you working toward?
• How involved do employers need to be to close the integration loop between employers, universities, parents, and students?
• How can the business community as a whole, with competition aside, best collaborate to address the disconnect between education output and employer need?