Director, Organization Effectiveness
The Director, Organization Effectiveness provides expertise in the areas of talent, capability and leadership development to support and align with the broader organizational goals, by leading and partnering with leaders across the organization. This role will be responsible for developing and leading a holistic organizational effectiveness strategy by utilizing and developing comprehensive tools and processes that create a high-performing, sustainable organization that meet the current and future operational needs of AAP. This includes, but not limited to, capability development, succession planning, performance management core processes, coaching frameworks and feedback assessments. The incumbent for this role should be a thought leader accustomed to working in a fast-paced, high-growth company. This role will report to the Senior Director, Learning and Organizational Development.
Key Responsibilities
Lead enterprise-wide strategies that improve organizational performance and team effectiveness at the corporate, cross-divisional and department levels, including organizational design, talent development and culture support
Apply new, innovative methodologies and programs (diagnose, assess, design, implement) to enhance the knowledge and capability of leaders at all levels of the organization
As a thought leader, provide guidance and expertise to HR Business Partners and Business Leaders to assess the talent, team and organizational development needs of each business
Develop a coaching model and sustainable strategy with support resources that enhances leadership capability while also fostering a culture of continuous learning and development
Build high performing teams by providing consultation to HR Business Partners and Business Leaders through optimized operating models, organizational design and team effectiveness workshops
Lead the core process performance program, aligning team member performance and enforcing key behaviors needed in an evolving business model
Develop tools and processes to evaluate the talent bench at the executive levels within the organization, focusing on bench and succession planning
Partner with HR Business Partners and Business Leaders to solve complex organization problems by providing actionable, sustainable plans designed to drive transformational evolution through behavior change
Key Process Oversight
Runs organizational health survey, extracts key insights and develops action plans on critical opportunities in partnership with the HR Business Partners.
Leads core processes for mid-year check ins, year-end performance cycle, talent planning, organizational health, leadership development programs, 360 and coaching programs and succession planning.
Oversees Leadership Learning Journeys (Leadership and management development) for executives, managers and individual contributors across the enterprise.
Skills and Behaviors
Deep expertise in organizational development and effectiveness theories and methods with a proven track record of successful implementation and sustainable design
Executive presence and ability to influence, without authority, across various levels within an organization
Unyielding passion and drive for personal development and learning
Ability to work well, both independently and in collaboration with multiple partnerxceptional verbal and written communication skills with an ability to adjust one’s style to meet the audience’s needs
Excellent project management skills, ability to multi-task and work to deadlines in a fast-paced environment
Ability to listen effectively and express thoughts and opinions clearly and concisely
Commands a strong presence with a flexible, clear and compelling communication style that carries weight with diverse audiences inside and outside the organization
Ability to adapt to new technologies, manage a multi-generational workforce and work with varied cultures and business structures while identifying areas of commonality for shared processes, talent development and people-related policies.
Ability to translate data (I+D metrics, performance curves, statistical analyses and talent distributions) into impactful insights that drive solutions to complex problems across the organization
Participates in professional networks and/or stay up to date on current research to ensure awareness of social, economic, and regulatory trends that may affect the business and future talent strategies.
Qualifications:
Bachelor Degree and 15+ yearâs progressive experience in Human Resources, with a focus on organizational design and development, with a minimum of 10+ yearâs management experience. Advanced degree preferred.
Experience working in a Fortune 300 organization preferred
Advanced knowledge of human resource programs, theory and practices including experience in leadership development, organizational effectiveness and design, learning and development, performance management, career management, succession planning, coaching and developing diversity and inclusion plans/driving awareness is required.
WorkDay experience highly desirable
Certification in coaching, Myers-Briggs, DISC, Tilt360, Emotional Intelligence, etc. desired
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