VP Organizational Development
Date Posted: 01-17-14
Reference Number: 2014 - 1
Location: Northeast
Reports To: SVP, Organizational Strategy & Development
Supervises: Organizational Development Specialists, Organizational Effectiveness Specialists
General Purpose of Position:
The VP, Organizational Development is responsible for providing strategic direction and leadership for talent management initiatives ensuring they drive short and long term business objectives.
focus of position:
The VP, Organizational Development leads a team focused on talent and leadership development, associate engagement, change management, performance management/appraisal process, succession planning, company culture, and cross-functional strategic alignment.
Responsibilities:
- Leadership/Associate Development Programs: Facilitate the identification, recognition and development of strong and diverse leadership talent pools. Partner with business and HR leadership to assess specific talent program needs. Design and develop programs then see them through implementation to effectively develop internal talent pipeline. Provide input into the leadership development plans for key leadership positions. Assist in developing a strategy to improve associate retention planning designs and strategies.
- Associate Engagement: Oversee the planning, administration, and action planning of annual company-wide associate engagement survey. Partner with functional groups on an ongoing basis to ensure progress and achievement of key action planning initiatives and goals. Analyze results for linkage to key business metrics. Utilize data to develop strategies that drive engagement and performance.
- Change Management: Lead and design the effective implementation of change communication strategies, methods and processes; focusing on consistent messaging and leadership accountability. Provide consulting services to internal clients to improve organization-wide strategic alignment. Apply interpersonal relationship-building and advocacy skills to manage the change management process within the business, adding value to facilitate alignment across cross-functional groups.
- Performance Management/Succession Planning: Design and develop performance management and succession planning processes, materials, timelines, and systems. Partner with HR, corporate, and field leadership on performance management, succession planning and workforce planning processes in support of continuously improving the talent pipeline and performance culture. Serve as organizational process owner for annual performance appraisal process (via SuccessFactors talent management system).
- Coaching & Development Planning: Provide coaching to key talent and leaders to accelerate their learning and provide guidance on development actions for talent development and retention purposes. May facilitate 360 assessment coaching sessions.
- Assessment: Organically or working with outside business partners, develop competency models and related assessments that improve hiring practices and the promotion rates of internal talent for key roles. Analyze key business metrics and their correlation to key talent management programs and initiatives, building credibility and organizational capability.
- Special Projects: Lead a team and personally engage in special projects that drive the HR organization mandate (e.g., five-year growth strategy, employer of choice, etc.).
Skills and Competencies:
- Advanced knowledge of organizational effectiveness strategies, including design, implementation, and change management principles
- Strong role model that embraces and demonstrates support for company vision, mission & values
- Proven experience and ability to create presence in the business, applying advocacy skills to position OD as a strategic business partner
- Successful experience supporting or leading multiple projects
- Excellent communication skills (verbal and written)
- Demonstrated expertise and success in implementing effective internal associate communication plans
- Demonstrated experience communicating effectively with diverse participants and customers
- Excellent interpersonal skills and ability to build trust with business partners
- Excellent consultative and collaboration skills, along with a client service orientation
- Must be a self-motivated, collaborative team player
- Strong PC skills in Microsoft Office suite, talent/learning management systems, and other creative applications
- Strong attention to detail
Requirements:
- 10+ years of combined HR and/or organizational development experience
- Bachelor’s degree in OD, HR or related field is required
- 5+ years supervisory experience is required
- 3+ years retail industry experience is preferred
- Graduate degree in OD, Industrial/Organizational Psychology, MBA or related field is preferred
- PHR/SPHR/GPHR certification is preferred