Director Organizational Development

Talent Management, Organizational Development/Design & Change

Last day to apply: July 6th, 2022 at 11:59 p.m.

About the role

Reporting to the VP Global Learning Excellence and Organizational Development  this role is responsible for leading the Talent Management and Organizational Development center of expertise as well as lead the PMO and Change management function for Strategic HR/ Enterprise wide programs.

This role works in partnership with key stakeholders in the organization, specially from Total Rewards, Talent Acquisition, Human Resources, and Global Learning Excellence to build the organization’s capacity to change and achieve greater effectiveness by developing, improving, and reinforcing strategies, structures, and processes.

Includes the functions of:

• Org Design and Development

• Organizational wide (HR) change and project management

• Talent and Performance mgt COE

Key Responsibilities

Org Design and Development

• Works with Human Resources, Global Learning Excellence teams and business leaders to support  TI Strategy and Performance from an integrated and organizational design and development perspective making key recommendations for culture evolution, talent development and change initiatives

• Manages Jobs and Career architecture and lead projects relating to role governance infrastructure and job architecture

• Leads change management initiatives across TI to ensure a broad understanding of our job architecture as well as competency and talent development support and job change processes

• Facilitating discussions with stakeholders to understand business needs and determine optimal solutions related to roles/role families, or to identify when needs are best met through alternate pathways

• Identifies and addresses impactful modifications to the company’s structure, decision making, processes and capabilities in support of the company’s short- and long-range strategic plans.

• Provides analysis to inform and understand the implications of strategic choices on the business and people. Engages with HR business partners and business leaders throughout the organization to validate organizational diagnostics.

• Develop OD data and reporting and work collaboratively with HR analytics to ensure data and insights are developed across OD, HR, Comp & Ben etc, to better understand interrelated effects of OD, compensation and HR programs

• Own the design and operation of a role governance engagement model with relevant stakeholders

• May lead and/or contribute to building a sustainable internal OD infrastructure including tools, resources, processes and methodologies

• Play both a consulting and a governance role 

• Manage and lead other role governance team members

Talent management and Performance management COE

• Thought leadership in the areas of Performance management / Succession planning. Engages with Senior leaders  across the organization to launch, sustain, continuously improve  and re design as needed processes systems and tools 

• Works with function leadership and HR business partners to build the case for proposed changes. Gains alignment for recommended actions and leverages internal/external resources to achieve desired outcomes.

Organizational wide (HR) change and project management

• Contracts, partners or leads and provides coaching on large scale change management and organization design initiatives. Applies change methodologies and tailors them to specific projects and initiatives. Draws on research, best practices and experiences and incorporates them into current and future solutions.

What you'll get to do:

• Supports the organizational design efforts (e.g., information flow, governance models, goals & metrics, process reengineering, organizational restructuring, culture activation) across the organization to ensure the alignment and/or the enablement of business strategy to improved business outcomes with significant ownership of elements of the work product.

• Keeps abreast of strategic shifts, emerging organizational changes and macro trends in key metrics to proactively surface recommendations for improvements.

• Evaluates and measures the impact of OD interventions to ensure desired outcomes are achieved and lessons learned are shared; adjusts as necessary based on feedback.

• Accountable for the continuous improvement of the change management program and tools. Partners with L&D to ensure training is available to support.

Knowledge & Experience

• Demonstrated  experience  in the HR field

• Global Project Management

• Organizational Development is a must

• Global Exposure - Management of large global projects

• Self-Starter - Entrepreneurial, willing to work with small teams while being visionary to build a bigger structure.

Skills & Qualifications:

• Excellent communication, cross-group collaboration, and interpersonal skills

• Proven verbal communications skills, plus able to effectively work with leadership and other team members as One Avanade

• Excellent organizational, process design and problem-solving skills

• Passion for Strategic HR as a driver of business results

• Strong stakeholder management and consultative approach exhibiting a strong partnership mindset

• Ability to demonstrate strong interpersonal/influence skills in dealing with multiple levels of management, develop relationships within the organization, and leverage the formal and informal organizational structure to assist in goal achievement