Summary
The Program Manager, Talent Management & Organizational Development Effectiveness will consult with Human Resources Business Partners and business leaders to identify opportunities to advance corporate strategic goals/objectives and to recommend appropriate talent strategies in areas such as: talent management, employee engagement, culture, and organizational design. This role will be accountable for the end-to-end planning, design, execution, and evaluation of workforce solutions.
The program manager will lead the development and implementation of talent management & organization design/development programs (i.e., performance management, succession planning, restructuring/workforce transformations, strategic workforce planning, etc.) that support the organization's strategic direction including managing a cross-functional program/project team,, assessing maturity level of current programs, developing a robust change readiness plan, and navigating the interdependencies among various projects, policies, and organizational structures.
What You'll Do
- Lead, develop and implement best-practice TM/Org. development & design strategies, talent frameworks and programs (e.g., performance management, succession, engagement/culture, workforce design and readiness, etc.) based on evaluation of multiple factors including root causes, performance gaps, internal/external trends.
- Serve as a trusted advisor, thought leader and consultant to business leadership on all areas of TM/OD practices including organizational design/development, change management, and workforce planning.
- Partner with senior leadership to identify business priorities and design organizational solutions that effectively support restructuring and workforce transformation initiatives.
- Collect, evaluate, analyze and present data resulting from recommended interventions/programs to HR and business leadership.
- Collaborate with HR Centers of Excellence to align and integrate talent management/OD processes.
- Facilitate change management initiatives/practices including ability to identify and address program risks as well as opportunities for continual improvement.
- Build comprehensive communication plans for managers and employees to foster understanding and provide support throughout organizational design initiatives.
- Facilitate workforce planning workshops and continuous improvement sessions to prioritize evolving talent capacity and capability opportunities.
- Use data analytics, metrics, talent systems, and dashboards to highlight program progress, gaps, and measures of success.
- Stay current on organizational and HR strategy and goals, key business drivers, and new and ongoing corporate initiatives to ensure alignment of TM/OD interventions and programs.
- Stay current with TM/OD professional organizations, industry and employer groups, governmental agencies and community organizations to enhance internal practice.
- Oversee project managers, change management, consultants/vendors and other project team members to ensure project/program and organizational goals are met.
- Produce accurate and timely reporting of program status and manage expectations of key stakeholders.
- Work with other departments to develop plans and budgets for the programs and manage project interdependencies.
What It Takes To Succeed
- Advanced skill set in Microsoft Office products, HR analytics tools/software.
- Applied experience leading and/or consulting talent management programs (succession, performance management, etc.).
- Strong understanding of organizational design/development principles (including operating models, governance and organization structure design and role design) with proficiency in organizational design and development tools and software.
- Demonstrated experience leading complex or large-scale workforce transformation initiatives.
- Leadership qualities with the ability to influence others and manage stakeholder expectations.
- Strong project management, analytical and critical thinking skills.
- Excellent communication and people skills to work effectively with cross-functional teams.
- Detail-oriented with a focus on continuous improvement.
- Strong consulting and facilitation skills with previous experience presenting to senior leadership.
- Strategic thinker with the ability to align talent planning efforts with business/organizational objectives.
- Organizational Design (or Development) Certification and/or Certification in Change Methodology.
- Knowledge of HR legal compliance requirements.
Experience
A minimum of eight years of related experience in talent management, organizational design/development, strategic workforce planning and/or human resources is required (if no degree, twelve years of relevant experience or an equivalent combination of education and related experience totaling twelve years).
3+ years of experience leveraging fundamental models and frameworks for talent management, organizational design/development, process improvement, or change management capabilities.
Preferred Qualifications:
- Bachelor's degree in Human Resources, Organizational Design/Development, Leadership Development, Business Administration, or a related field.
- Organizational Design/Development Certification and/or Certification in Change Methodology.
Education
A bachelor's degree related to the assignment from an accredited institution is preferred.
SRP
Arizona United States
www.srpnet.com
