HR Director of Organizational Effectiveness

Port of Seattle presents an exciting opportunity for a Director of Organizational Effectiveness– a trusted advisor and liaison between HR and the business leaders, that will influence and lead HR organizational culture change initiatives, resulting in improvement design for the long-term. The incumbent will report to the Sr. Director of Human Resources and work in partnership with Executives, senior managers and HR leadership to identify organizational needs and create systematic solutions to drive growth, achieve goals and measure organizational effectiveness at the Port of Seattle.

The Director of Organizational Effectiveness will provide sound leadership to multiple HR functions, including HR Organizational Business Partners, Internal (Employee) Communications, HR Data Analytics, and HR Technology Systems that will offer solutions to align HR work with business strategies across the Port.

In collaboration with Sr. Director of HR, align on strategic approach in managing programs, and development experiences including analysis to assess program effectiveness, and adjust designs to address future needs. Be responsible for program development including front-end analysis of current programs and services to determine key success factors, opportunities, root causes, and desired outcomes. Research on best practices and recommendation of organizational interventions will be expected, as well as creation and execution of solutions, tools, processes, and measurement activities. Utilize strong project planning skills to scope efforts, resource, schedule, and budget to deploy effective HR programs that ensure improved organizational performance.

You’ll have the opportunity to build and grow this HR function by developing and leading a team that will educate, advise and influence leaders on business transformation topics that include organizational design, effectiveness and change management.

ESSENTIAL FUNCTIONS:
This list is ILLUSTRATIVE ONLY, and is not a comprehensive listing of all functions and duties performed. Essential duties and responsibilities may include, but are not limited to, the following:

• Manages complex and multiple client relationships and partners with Talent Management, Total Rewards, Health and Safety, Employee Relations, HR Organizational Business Partners, other organizational leadership to ensure alignment and integration of organization development solutions.
• Works closely with the Senior Director of Human Resources to plan and implement dimensions of key HR organization effectiveness projects and strategies.
• Direct the establishment, enhancement and maintenance of an HR Dashboard with data available for use within HR as well as across the Port. Support HR staff utilizing dashboard data to support their work.

• Lead the work to partner with HR staff to identify data needs to support their work including data that can help business units understand their organizational and operational challenges and lead to changes to that increase employee engagement and efficiency.

• Partner with the Business Intelligence group to establish protocols for effectively utilizing HR data across the Port..

• Coordinates and manages projects/initiatives as required: conducting organization diagnostics, identifying appropriate interventions, facilitating team efforts, creating communication plans, anticipating change management needs and plans for mitigating barriers.

• Develops project goals and plans in partnership with clients; creating milestones, establishing the project team and identifying resource needs. Ensures projects are managed and solutions are delivered on time.
• Recognizes the need for innovation or improvement and initiates efforts to explore alternative solutions. Encourages leaders to question established processes and traditional assumptions. Seeks and uses input from diverse sources to generate alternative approaches.
• Leverage data to provide on-going progress reports of initiatives and project(s). Evaluates success of projects using department process and systems.
• Actively promotes the assimilation of Organization Effectiveness and Change Management competencies in the HR Organization Business Partner’s team through education, partnership, and consultation and influence. May deliver workshops, and other learning sessions for senior leaders to how to best partner with HRBP on strategic work.

Minimum Qualifications:
Combination of education and experience demonstrating knowledge, skills and abilities equivalent to:

• Bachelor’s degree in Human Resources or related field; and
• Ten (10) years of experience to include a combination of: Progressively responsible HR experience in multiple HR functions that include HR business partnerships and change management as well as coaching and consulting with leaders at all levels of the organization; In depth experience with the HR Business Partner function as a strategic function.
• Five (5) years of experience of HR Staff leadership experience.

Preferred Qualifications:

• Master’s degree or other advanced degree in a job-related field; and
• SHRM-SCP, SPHR or other general HR certification.