Driscoll’s

Santiago Bedolla

Santiago Bedolla is the Director of Global Talent Acquisition at Driscoll’s, the world’s largest fresh berry company. He leads global recruiting efforts to attract top talent and build a diverse workforce across regions. He began his career in Human Resources at Hewlett-Packard, specializing in Talent Acquisition and Development, and later expanded his expertise at MIRA Companies, a private equity firm. Bedolla joined Driscoll’s in a regional talent role in Mexico, and through his leadership and international experience, including an expatriate assignment in California, he transitioned into an expanded role. He was officially located at Driscoll’s headquarters in Watsonville, California, and continues to lead the company’s global talent acquisition strategy. Bedolla holds a bachelor’s degree in marketing from ITESM in Guadalajara, Mexico, and an MBA from ITESO in Guadalajara.

Through this article, Bedolla explores the multifaceted approach to leading global talent, balancing technology with human connection, ensuring personalized support and compliance, adapting to change, and fostering continuous growth for individuals and the organization.

Directing Global Talent: Strategic Hiring and Internal Growth

As Director, Global Talent Acquisition, I lead our worldwide talent acquisition efforts, overseeing recruitment across more than 12 countries. My teams are responsible for bringing in over 8,000 hires annually, spanning full-time, internship, and seasonal roles. A key aspect of my role is understanding distinct local labor trends and staying closely attuned to our evolving business needs; this knowledge is vital for building targeted recruiting strategies that attract the right talent to drive our growth and achieve our mission and vision.

“Technology manages the operational mechanics, empowering us to focus on building strong connections and making insightful hiring decisions.”

I previously led our global mobility program, which has recently transitioned to a different functional area within HR. This program facilitates domestic and international talent movement. We view this function as a vital component of Talent Development, actively creating opportunities for employee growth, knowledge sharing, and skill-building across the business. It’s a significant way to invest in our people while supporting the organization’s broader strategic goals.

Technology in TA: Enhancing Efficiency for Deeper Connections

Technology, including AI, machine learning, and talent platforms, fundamentally supports our business growth, and our global talent acquisition strategies. We employ these tools to automate repetitive and time-consuming tasks. This automation frees our team to concentrate on the high-value, human-centric aspects of recruitment: truly understanding candidates, assessing their potential and fit, exploring their motivations and career goals, and guiding them towards meaningful opportunities within our organization. Essentially, technology manages the operational mechanics, empowering us to focus on building strong connections and making insightful hiring decisions that align individual aspirations with organizational needs.

Ensuring Smooth Moves: Tailored End-to-End Support

Our strategy for ensuring a positive relocation experience hinges on personalization within a structured framework. While our mobility policies provide essential guidelines, we tailor the support to the unique circumstances of each relocating employee and their family. From initial planning before departure to the assignment’s conclusion – be it repatriation or localization – we provide seamless end-to-end assistance. This is delivered through a combination of our expert internal mobility team and carefully selected external partners. Regular check-ins and performance reviews are also integral, as they monitor progress and confirm that employees feel well-supported throughout their international journey.

Navigating Market Changes: Flexible Talent, Rigorous Compliance

Adapting to evolving global labor markets requires significant flexibility in our talent acquisition strategies. 1 We strategically incorporate contingent and project-based talent into our workforce mix, recognizing their value in enhancing our agility to meet dynamic business demands. Concurrently, close collaboration with our Legal and Industrial Relations teams is crucial to ensure responsible hiring practices and strict compliance across all operating countries. Providing our leaders with flexible talent solutions empowers us to respond rapidly to market shifts and sustain business momentum in today’s fast-paced global landscape.

Building an OD Career: Learn Continuously, Seek Discomfort

My primary advice for young professionals aspiring to successful careers in Human Capital is cultivating relentless curiosity. Actively seek learning opportunities from everyone around you, embracing formal mentorships and informal daily interactions. Invest the time to deeply understand the business context and how your Human Capital contributions create value. Crucially, be willing to embrace calculated risks and volunteer for initiatives that stretch your capabilities beyond your comfort zone – this is frequently the catalyst for significant professional growth. These steps will accelerate your development and make you a versatile professional prepared for future challenges.