Mitsubishi Chemical America

Celia Gianetti’s

Celia Gianetti is an accomplished talent management leader dedicated to unleashing the potential of individuals within top global organizations. She specializes in establishing or revamping Talent Management Centers of Excellence, aligning talent and company strategy to create thriving environments where business and functional teams consistently meet and surpass organizational objectives. Her areas of expertise include leadership development, identifying high-potential individuals, succession planning, talent acquisition, and organizational effectiveness. With experience working for renowned multinational companies such as DHL, UPS, DuPont, and Mitsubishi Chemical, Celia has effectively overseen organizational restructuring, process automation, and digital transformation initiatives, driving high performance across the enterprise and nurturing a culture of agility and inclusive resilience.

A Journey from Global Logistics to Talent Management

After completing college in Brazil, I started my career in Global Logistics. When I moved to the US over 20 years ago, I took on a role as a customer service leader at DuPont and later as a Category Manager. I led company-wide transformation efforts in customer service and procurement, and I saw firsthand the impact of leaders on culture and business outcomes. To learn more about adult learning, employee development, and leadership, I pursued a degree in Applied Organizational Psychology. After spending nine years at DuPont as part of the Corporate Sales Excellence leadership team and working in talent strategy at Boston Scientific, I joined Mitsubishi Chemical America to design and implement their talent management practices. Currently, I lead a team of 12 in talent acquisition and development, and I’m proud to be celebrating my second anniversary at Mitsubishi.

Proactive Talent Acquisition: Hiring for Value Alignment

At Mitsubishi Chemical America, we prioritize proactive talent acquisition by building a strong pipeline of candidates. Our team casts a wide net to maintain a roster of potential hires, and we encourage hiring managers to prioritize attitude over experience, as skills can continually be developed. We focus on hiring for value alignment, ensuring our candidates align with our company’s core values and have strong learning agility. We also focus on career growth opportunities across our global network, including Japan, Europe, and APAC.

"We're proud of our vision, which prioritizes the well-being of people and the planet, aligning with our employee value proposition"

Flexibility and autonomy are central to our approach, with many team members working remotely. Our robust employee referral program is supported by a workforce that feels at home at Mitsubishi, which reflects our vision of prioritizing the well-being of people and the planet.

Nurturing Diversity and Inclusion through Cultural Blending

My team and I work closely with our diversity and inclusion (DNI) officer to establish goals that attract a wide range of candidates. We’ve built development programs that foster open, respectful communication and ensure psychological safety, principles that are critical for our leaders to understand and implement. As a Japanese-owned company, blending cultures is essential, driving innovation and reinforcing our corporate values.

We’ve also improved our talent review process, clearly defining what high potential means and helping our leaders become better talent scouts. Our development strategy focuses on the 70-20-10 model, emphasizing on-the-job learning, coaching, and adaptability.

Global Leadership and Key Accomplishments in Talent Management

I’ve been fortunate to have incredible leaders who guided and coached me throughout my career. I’ve travelled the world, led teams, and facilitated sessions globally. Leading the talent management team for one of the top 10 chemical companies is one of my key accomplishments. While I oversee talent for the Americas, our work has become a model for other regions. My team collaborates closely with leaders to ensure their success is reflected in our results.

Advice for Aspiring Talent Management Leaders

My advice to aspiring talent management leaders is to learn the business. While academic knowledge is vital, understanding the company’s goals and aligning talent strategies to support them is crucial for success. Have a strong sense of ownership, accountability, and resourcefulness. Build a strong network across the company and focus on improvements over time rather than perfection. Focus on problem-solving and what you can do instead of limiting your actions due to technology, resources, and time challenges. Leaders are more likely to partner with you if they see that you understand their daily challenges and business objectives and are focused on bringing them value rather than just checking the box.