The VP, Talent, Organization Development (OD) and Organizational Effectiveness (OE) is a critical leader at the Global Plumbing Group (GPG) whose main purposes are to identify, develop, implement, and drive business-aligned initiatives designed to have a direct impact on the Global Plumbing Group business results. The leader in this role provides inspirational leadership to the OD/OE team in order to enhance talent acquisition, advance leadership development and succession, enable employee growth and high performance, and provide change leadership expertise for organic and inorganic growth initiatives.
This role also leads global improvement and innovation initiatives for all Human Resources HRIS systems, policies, and practices. The VP, Talent, Organization Development and Organizational Effectiveness represents GPG in all talent initiatives driven by the parent company Fortune Brands Home and Security (FBHS). A critical key to success in this role is the ability to balance setting talent and organization development strategy, while applying a hands-on approach that drives execution and delivers results. This role will be based at our Global HQ’s in Cleveland, Ohio (North Olmsted suburb) and lead a team of 13 (direct and in-direct).
Job Description:
Responsibilities
- Collaborative Relationships : Create strong partnerships with senior Human Resources Business Partners (HRBP), FBHS HR leadership, and GPG leadership teams to deliver overall talent strategies, build trust, understand and align to business needs, and share ideas and best practices, both within GPG and the broader FBHS organization.
- Leadership Development : Deliver thought leadership and strategic direction to continuously improve leadership capability. Assess leader capability development needs and improve, or create new, innovative learning solutions. Act as the thought leader for use of leadership assessment resources such as 360 feedback. Serve as point-of-contact for GPG’s participants in FBHS accelerated development program.
- Succession Planning : Implement, refine, and execute the ongoing organization talent process for GPG. Lead GPG’s required FBHS succession planning activities. Consult with HRBP’s and senior leaders about business talent pipelines, succession candidates and their development needs.
- Performance Management : Lead the performance management process for GPG including program strategy, ongoing annual goal setting, and year-end processes. Embed the FBHS 1-on-1 coaching process through global development initiatives. Support HRBP’s with year-end calibration sessions and ensure any business-specific performance management activities align with reward and recognition programs.
- Change Management : Drive continuing efforts to fully embed the Prosci change management methodology across GPG. Ensure ongoing strong change management capability demonstrated by HRBP’s. Serve as a change management consultant and expert on large-scale high-impact enterprise initiatives.
- M&A Integration : Deliver significant value as the key HR resource supporting M&A activities relating to inorganic growth.
- Talent Acquisition : Ensure effective and efficient recruiting processes, practices, and tools are in place enabling recruiters to source and hire diverse top talent. Empower the Talent Acquisition team to manage onboarding and orientation processes to allow for successful new employee assimilation. Develop future acquisition strategies that align with the company growth initiatives.
- Employee Training and Development : Partner with HRBP’s and senior leaders to ensure contemporary learning methods are applied to close functional skill gaps. Ensure global compliance training is delivered in accordance with FBHS requirements. Identify opportunities to incorporate train-the-trainer delivery methods across all training applications. Work with BP’s, Partners and Leaders to understand the future capability needs of the business and ensure plans are in place to deliver necessary development.
- HR Systems, Policies, and Processes : Provide leadership that supports the growth and operational effectiveness of GPG’s HRIS (Workday). Ensure GPG policies and procedures appropriately reinforce the HR people strategy. Contribute to the development of the HR analytics and artificial intelligence roadmap.
Qualifications
- Bachelor’s Degree in Business, Human Resources, Industrial Relations, or acceptable equivalent is required; an advanced degree is strongly preferred.
- Minimum of 10 years of progressively more responsible experience in a Talent Leadership role, including accountability for global initiatives. Prior Human Resources Business Partner experience is critical.
- Expertise and experience should encompass all areas of the Talent function, including recruiting, leadership development, succession planning, change management, performance management, organization design, and employee development.
- Experience must include a global assignment either as a Talent or HRBP lead.
- Significant experience thriving in a highly matrixed environment.
- An accomplished people leader with a proven track record of recruiting, developing, and retaining top talent both in the HR function and the broader business.
- Known as a disruptive leader who continuously looks for better solutions, ways to improve processes, and improve effectiveness of the overall business. Is not afraid to initiate change to get the needed results. Demonstrated success as a change agent who moves with pace.
- Ability to influence strategic business interests at the highest level of the organization.
- Proven relationship-building and project management skills.
- Outstanding communications skills, including written, verbal and presentation.
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