Sr. Organizational Development Specialist

Sr. Organizational Development Specialist

Requirements

• Bachelor’s degree in organizational development, human resources, education, instructional design, or a related field or equivalent experience
• 8+ years project and program design experience in several of the following areas: learning and development, talent management, organizational design, workforce planning, HR Business Partner roles
• Experience working in a fast-paced environment
• Deadline focused, organized and able to prioritize multiple projects
• Deep understanding of adult learning theory, design and delivery; as well as experience in all those areas
• Expert presentation and training facilitation skills, both in-person and virtual
• Excellent verbal and written communication skills
• Exceptional consulting, negotiation and coaching skills for all levels within the organization; as well as demonstrated successful experience at multiple levels of an organization
• Must be proactively curious – investigate best practices, trends and innovations; use the knowledge to help shape our annual plan and priorities. Understands impact of emerging learning trends and their implications for and its customers
• Proven problem solving and decision-making abilities, as well as strong analytical and critical thinking skills
• Ability to work independently with solutions-focused approach; demonstrated personal drive and sense of urgency, pushing self and others for results; “hands on” approach and an independent thinker with strong organizational skills, customer focus and orientation.
• Strong business acumen and knowledge of MS Office Suite, navigation of HCM systems, ability to leverage technology to deliver results critical for success
• Global experience strongly preferred
• This position requires fluent written and oral communication in English.
• Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Responsibilities

• Lead and direct performance management programs, including goal setting, feedback/coaching conversations, continuous feedback approach, and succession planning.
• Assess employees’ skills and knowledge base to help identify training needs and gaps within the current workforce. Design approaches to address needs, including collaboration across the L&D function to utilize all resources required to meet most urgent needs. Manage a project roadmap with the development of curricula, launch of tools and programs to support the development needs aligned with our strategic initiatives. Leverage use of innovative learning approaches, including micro-learning and mobile learning to increase understanding and adoption of learning concepts
• Design and implement (in partnership with L&D and TA) talent plans, including training and hiring plans, to address skills requirements, gaps and changes needed to continue to grow and scale the business across a global landscape. Effectively manage project roadmaps across multiple groups and needs with planning, in partnership with other stakeholders to ensure tools and programs are on schedule and implemented to deliver desired outcomes.
• Develop and implement an overall strategic workforce planning roadmap that aligns industry best practices with current talent position, partnering closely with HRIS to configure new WD Talent Management tool and leading the design of its utilization across HR and the business to achieve desired results
• Partner closely with the L&D specialists to ensure training framework is maximized and curriculum roadmaps align to motivate and engage employees improving, expanding their skills
• Manage and measure work through identification of objectives/goals and business outcomes, clear measurement models and closed loop feedback process driving continuous improvement.
• Partner with HRIS and Talent Analytics to collect, coordinate and aggregate data for talent pools, results and changes. Translate data into insights through data analysis in order to create and drive action plans at appropriate levels
• Serve as a talent solutions consultant and partner closely with leaders and HR business partners to offer relevant, viable development solutions to address business needs. In partnership with the HRBPs and business leaders, facilitate a focused approach on identifying and retaining top talent with a cadence of quarterly refresh rate
• Ensure that organization-wide talent management and PM initiatives are focused and aligned on improving operational and program efficiencies and effectiveness
• Partner closely with other key roles in the People organization to ensure leadership selections are consistent, equitable and effective
• Develop an assessment strategy for different types of assessments needed across the employee life cycle. Work to align compensation to our talent strategy and philosophy
• Design & deliver presentations and training to build and coach effective teams through team-building activities, development activities and learning skills
• Support employee engagement by being a leader in assessing, reporting on and responding to feedback which will improve engagement as needed
• Manage executive coaching consultants to support the growth of senior leaders
• Proactively drive talent strategy planning for multi-year forecasts. Serve as trusted advisor and subject matter expert for workforce planning activities throughout the organization. Continuously assess existing workforce plans to ensure practical business alignment
• Lead and facilitate workforce planning initiatives that may include: critical role/capability identification, environmental scanning, gap analysis, risk analysis and action planning

Preferred Qualifications

• Global experience strongly preferred