To maintain our leadership position in one of the country's most competitive industries, we need exceptional people in all areas including marketing, finance and sales (customer business development) - risk takers who have the confidence to make their own imprint on the Company.

If you have a passion for business such as ours: consumer-based and innovative and leadership comes naturally to you then General Mills Canada is the right place for you. The ability to establish relationships with fellow employees, customers and suppliers to move our business forward in a fast-paced environment is critical to success.

Entry Level Positions

As an Assistant Marketing Manager, you will be a member of a marketing team, with bottom-line accountability for running one of the company's key businesses. You will lead teams, formulate strategic plans for future successes and manage brand equities with equal poise.

A degree in accounting, finance or commerce coupled with a keen general business perspective will gain you entry into a successful financial career at General Mills. As a Financial Analyst, you will be exposed to distribution, marketing and customer business development and play an important role in guiding the company towards profitable growth.

Sales Representatives at General Mills are the last direct link between the company and the consumer, so they are a key part of maintaining market superiority. Entrepreneurial and interpersonal skills are important, as are your strategic abilities when analyzing market trends and developing customer business plans.

Joining General Mills is the start of a challenging and rewarding experience. We look forward to discussing your future with us.

Career Training and Development

We don't just hire talented people - we develop them. We recognize that in order for you to make the most of your leadership abilities, we must proactively foster them. Since business leadership begins with individual leadership, you will receive individual career development tailored to your professional needs, long-term aspirations and potential for personal growth.

The commitment to professional growth is part of our culture. We provide a variety of development tools, including the following:

Formal Training Plans

A formalized training plan is in place for all professional employees to support the development of skills, knowledge and behaviours necessary to be successful in their roles. This plan identifies the core training programs relative to each function and typically extends over an employees first 3 - 5 years of employment.

This formal training plan is representative of the many efforts that provide for ongoing growth and development opportunities.

Individual Development Plan

The Individual Development Plan (IDP) is a coaching tool used to grow an employee's professional capabilities so that they and the Company become more successful together. The IDP is a forward-focused conversation about how the employee can be successful in their current job while simultaneously building capabilities for the future. Key elements include: a conversation between the employee and the manager, a written plan of action to grow capabilities and action during the year by the employee on the plan. Periodic reviews of the plan to monitor progress and amendments to the plan as necessary are an integral component of this tool.

Development plans may include on-the-job development, feedback, coaching or mentoring, personal development activities and courses.

Performance Management

The General Mills Performance Management Process is designed to improve performance of the organization by accelerating the contribution and development of our employees. Stages of the Performance Management Process are as follows:

• Objective Setting: In June, all employees develop objectives for individual performance that are linked to company and business unit objectives.
• Individual Development Plan: In August or September, all employees and managers engage in discussions to build on short and long-term capabilities.
• Feedback: Employees are provided with ongoing feedback throughout the year.
• Mid-Year Review: The mid-year review takes place in November or December and reviews progress made against objectives and provides opportunity for structured feedback.
• Performance Appraisals: Performance appraisals take place during June/July and evaluate the employee's performance against the established objectives and behaviours.