Director, Organizational and Employee Development
Department: Human Resources
Employment Type: Full Time
Location: US - Indiana - Fort Wayne
Description
As the enterprise-wide leader of global talent processes, the Director, Organizational and Employee Development will generate global business impact by analyzing, developing and implementing organizational design, employee development, leadership coaching and change management best practices. This strategic partner within the Global Human Resources organization will lead global talent initiatives aligned to the Human Resources long range strategic plan through collaborative partnerships with key stakeholders.
Organizational Design
Develop Business Partner and Human Resource expertise in organizational design to assess, facilitate and guide leadership in deploying organizational design tools, workshops, training and effectiveness measures to optimize business impact. These tools will serve as the foundation for all talent initiatives through organizational mapping, critical skills identification and talent/role gap identification.
Employee Development
Drives organizational performance through global talent initiatives that align needs analysis, talent assessment, organizational design and business strategy to deliver high impact employee growth. Coaches leaders and high potential employees through assessment interpretation, development planning and performance progress. Designs and implements leadership development programs including high potential talent identification, individual development plans, coaching/mentoring, training deployment, succession planning and talent performance measures.
Change Management
Create and facilitate change management tools, workshops, training and effectives measures to plan, communicate, implement and measure global change initiatives. Consults with change leaders to develop strategies, tactics and tools that enhance effectiveness and adoption of change including company acquisitions, organizational restructuring and process improvements to drive the organizational growth.
Key Responsibilities
- Develops and implements processes for effective organizational design, change management and employee development through strong business partnering, researching best practices and impact/effectiveness measures.
- Engage with regional HR leaders to ensure standardized implementation, effectiveness measures and program adjustments are exercised to ensure the intended impact was achieved.
- Utilizes talent performance metrics, industry best practices and business partner relationships to identify impact opportunities for the Human Resources strategic planning process.
- Conducts needs analysis to develop, implement and facilitate high-impact learning and development programs aligned to organizational priorities.
- Measures the adherence, progress and effectiveness of talent programs to recommend enhancements and drive continuous improvement.
- Develop tools for forecasting talent needs, creating strategic talent pipelines and improving internal career development pathing.
- Contributes to the annual Talent Review process through data analysis, presentation development, action plan recommendations and participating in talent reviews.
- Develop change management best practices and tools to facilitate change initiatives leveraging strong communication and project management skills.
Skills Knowledge and Expertise
Skills and Abilities
- Advanced project management skills demonstrated through leading multiple, large-scale projects through implementation and leveraging impact measures to calibrate for long-term success.
- Develops business relationships across global regions and at all levels of the organization to influence program alignment and success.
- Uses data and business partnering to develop an understanding of business requirements and develops workforce strategies to meet those requirements.
- Experience working with International human resource professionals.
- Exceptional communication/training skills with a demonstrated ability to connect with internal customers, stakeholders, business partners, work councils and authorities in a timely manner with diplomacy and tact.
- Maintains confidentiality and uses discretion with business and personal information.
- Analytical ability to collect and synthesize large quantities of data, tell the story and formulate recommendations based on data trends and insights.
- Deals with problems involving several known variables in situations of non-routine nature.
- Plans the time, method, manner, and/or performance sequence of own work; may also occasionally assist in planning work assignments performed by others within a limited area of operation.
- Frequently makes decisions of both minor and major importance, which may affect the work operations of other employees and/or clientele to a moderate degree.
Education and Experience
- Bachelor’s degree in human resources, business, or a related field (required)
- Master’s degree in human resources, business, or a related field (preferred)
- 7 years of relevant experience in human resources, or a related field (required)
- 3 years of experience developing/implementing enterprise-wide HR strategies (required)
- 3 years of experience implementing and facilitating talent programs (preferred)
Why Work at Franklin Electric?
Becoming a part of the Franklin Electric team not only provides outstanding benefits, it also opens doors to opportunities for future growth. Enjoy peace of mind with a world-class company. But more importantly, be satisfied in knowing you make a difference.
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