| Job Summary The Senior Director of Global Organizational Effectiveness is be responsible for providing strategic leadership, vision and oversight to the design, development and deployment of programs which aid in the achievement of critical organizational objectives. This position will have global ownership over four main areas; Learning & Development, Performance Management, Employee Development Reviews (Talent Assessments) and Change Management. This position serves as a partner to the VP of Global Human Resources, is a key member of the Global Human Resources Leadership Team and will provide both direct and indirect leadership to the Global Training Teams located in various locations around the world. This role is a global position that will function in a strategic, analytic, creative, and operational manner. A key requirement of this role is to work alongside human resources partners and management to understand both the strategic business goals and employee development needs in various teams and ensure that appropriate learning solutions are designed and implemented.
Essential Functions
Global Functional Leadership: Lead the design, development and implementation of change efforts necessary to realize business strategies as they relate to Performance Management, Employee Development Reviews and Learning & Development and Change Management. - Oversee both the development and maintenance of philosophies and processes related to performance management reviews, performance objective setting, personal development planning, talent assessments, succession planning and professional skills training.
- Possess leadership skills that promote the growth and development of staff members, including succession planning. Mentors and motivates team members on project and career development.
- Drive the develop of talent related tools and solutions that can be efficiently and consistently executed across multiple business & geographies
- Enable and enhance the coaching and talent development skills of the global Cooper HR community.
Performance Management: Full global ownership for the performance review process, performance objective setting and personal development planning. - Drive change in the current performance management system to optimize technology, enable meaningful data and reporting while still enabling impactful performance related manager/employee interactions.
- Align the growth of CooperVision and the evolution of performance management to ensure that the related philosophies and processes add value to the organization.
- Oversee the design and development of the performance management system; which includes materials, training, results and analytics.
- Own deployment of performance management processes to global HR business partners for implementation in their regions and client groups.
Employee Development Review: Facilitate the development and execution of a global talent review process to the retention and development of emerging and high potential talent. - Drive best practice in the current talent assessment process to ensure users of the tool understand and take action on the value it delivers.
- Ensure the Employee Development Review process is implemented consistently across the globe, facilitating the assessment of talent through the effective utilization of leadership competencies, common tools and frameworks .
- Design and implement methods and tools to facilitate meaningful employee development plans, which are aligned with both business objectives and individual career goals.
- Oversee the development and deployment of materials, tools and process for talent assessment and succession planning.
- Own deployment of employee development reviews, succession planning and employee development planning processes to global HR business partners for implementation in their regions and client groups
Inclusion & Diversity: Enable a culture that reflect the priority and value of inclusion and diversity. - Responsible for the design, implementation and evaluation of programs that drive a culture of openness and inclusivity as a key business enabler.
- Provide key insights, analytics, survey data and best practices that enable both global and regional I&D efforts to be established in a manner that supports our business objectives at all levels of the company.
- Consult and support the efforts of our Global Inclusion Council to ensure their initiatives and programs utilize appropriate best practices and synchronize with the overall global I&D plans.
Learning & Development: Responsible for the design, implementation and evaluation of programs that facilitate professional development and continuous learning of employees across the organization. - Build and lead the creation of a continuous learning and development environment that identifies talent needs, incorporates performance management, succession planning, fosters engagement and supports growth at all levels within CooperVision.
- Lead the L&D Center of Expertise and partner with local trainers to establish best practices for the local delivery of learning programs.
Employee Engagement:
Drive the activation of programs & processes that foster an environment where employees are highly engaged, driving the ability to attract and retain top talent and consistently deliver at or above target business results. - Manage the prep and execution of regular engagement and/or pulse surveys,
- Develop and manage the global engagement survey vendors to optimize cost effectiveness and the maximum utilization of the tools.
- Drive the analysis and action planning of survey/pulse check results, while ensuring the ownership of results and change needs as the leadership level.
Change Management: Facilitate a common and effective approach to change management across all Cooper Companies. - Lead the selection, education and implementation of change management tools and processes for the global organization.
- Provide counsel to HR Business Partners and Business Leaders in the appropriate usage of the tools and processes to achieve desired business results.
Scope
The Senior Director of Organizational Effectiveness is a global role, responsible for demonstrating impact to the highest levels of the organization. Interacts with Regional and Functional HR Leaders, Executives, Country and Functional Managers. Builds and maintains relationships with external vendors, academic institutions and suppliers. Qualifications
Knowledge, Skills & Abilities
- Strong leader and collaborator; focused on organizational and team success.
- Collaborate in a complex matrix environment, driving solutions that can be efficiently executed across multiple functions and geographies that are faced with competing priorities.
- Influence without direct authority.
- Grounded in the academics of change management, talent development etc., yet strongly familiar with the demands and priorities of the business facing HR Business Partner roles, with a strong ability to be practical in approach and global execution.
- Strategic Orientation; develops plan for activities in the next 12-24 months and articulates multi-year priorities and initiatives.
- Proven project management skills experience.
- Courageous; takes risks in ideas and actions to progress the organization.
- Comfortable challenging the status quo.
- Solution-oriented; balances qualitative and quantitative measures.
- Proven experience in Change Leadership and ability to demonstrate how implementation of HR and organizational change processes and tools accelerate business results.
- Recognized success leading broad organization changes within cost and schedule and achieving client expectations.
- Demonstrated capability in building and leading high-performing teams in a global, multi-site organization.
- Proven managerial and planning skills.
- Able to provide direction and provide feedback to direct reports.
- Ability to provide strategic thought leadership; build strong relationships with stakeholders, business partners, peers and subordinates.
- Understands and uses these relationships to drive effective collaboration with peers and stakeholders.
- Unwavering ethics and values; trusted partner.
- Excellent written and oral communication skills.
- Confident executive presence.
- Intermediate to advanced proficiency in Microsoft Office, including: Word, Excel, PowerPoint, Outlook and Visio.
- Advanced understanding of Learning Management Systems, both as a user and implementer
Work Environment
- Traditional corporate office environment.
- Sedentary to light physical effort necessary to perform the job.
- Prolonged sitting in front of a computer.
- Frequent communication (oral and written) across a variety of organizational levels, cultures, geographies and time zones.
- Must be able to travel, approximately 10-20%
Experience
- Combination of 15+ years of experience in the areas of learning and development, organizational development, performance management, HR leadership
Education
- Bachelor’s Degree, Masters Preferred in Organizational Development
Affirmative Action/Equal Opportunity Employer. Minority/Female/Disability/Veteran |
