The Managing Director of Talent, Culture and Organizational Effectiveness serves as a key member of the organization’s executive leadership team and is responsible for leading the vision, strategy, development and execution of organizational effectiveness, talent and culture management programs aimed at advancing the mission and enhancing business results.
The Managing Director will partner with the organization’s leadership team and key stakeholders to ensure the development and advancement of an empowered, inclusive, values-driven workplace culture, and actively plan for, address, and forecast future talent and culture needs, inclusive of change management. This includes strategies that improve the communication and collaboration between management and employees and ensuring our workforce is reflective of our communities and the divergent populations we serve.
Overall, the Managing Director will offer timely, forward-thinking counsel on all issues related to the organization’s use of talent and culture in support of its mission to end intergenerational poverty in our region.
Organizational Effectiveness
- Provides human capital management leadership to critical and organization-wide initiatives related to business process redesign and change management.
- Catalyzes organizational performance through leadership – linking strategy to structure, building transformational change approaches and facilitating complex organizational issues
- Leads the organization’s employee engagement and retention initiatives to increase organizational, programmatic and individual performance - all designed to reinforce a “People First” culture.
- Influences organizational decision-making with the use of relevant, value-added metrics. Analyzes and reports on same in a manner that aligns with and supports the organization's strategic and short-term and long-term business objectives.
- Identifies and recommends opportunities to improve and align supporting systems; creates and implements an integrated approach to talent and culture management.
Leadership and Talent Management
- Oversees, develops, and executes talent acquisition and retention strategies and plans, including directing the design and implementation of the organization-wide employment programs for recruitment and retention strategies, candidate identification and selection methods, and diversity and inclusion strategies and measurements.
- Develops and implements strategy and initiatives that enable all employees to engage and align to the business mission, vision and strategy; helps articulate and develop new behaviors and ways of working that are required to deliver the business priorities.
- Designs and implements integrated talent management solutions including, executive coaching, individual development planning, comprehensive talent reviews, succession planning, and leadership development.
- Builds a comprehensive diversity and inclusion strategy and builds diversity and inclusion as a capability throughout leadership and in the organization.
- Drive the business ownership of the culture transformation and employee engagement through influencing, educating and managing key stakeholders including, but not limited to staff, leadership teams, board committees and HR peers and business leaders in the region.
- Implement best practices, leverage analytics and digital solutions to drive strategies for retention, culture change, and other relevant factors impacting employee engagement.
- Partner with key stakeholders to deploy business culture and employee engagement strategies.
Workplace Culture Management
- Develops, directs and monitors strategies aimed at maintaining a healthy workplace culture including strategies, programs and initiatives related to employee communications, engagement and relations across and inclusive of all of the organization’s programs and offices. Proactively drives effective employee communications in partnership with the leadership team.
- Proactively and effectively addresses components of workplace culture that impede organizational and individual effectiveness in a manner consistent with the organization’s values.
- Leads a cultural transformation with a systematic understanding of how to ensure cultural changes are embedded across all levels and achieve business outcome goals.
- Identifies and recommends opportunities to improve and align supporting systems; creates and implements an integrated approach to talent and culture management.
The responsibilities for this four days per week position are broad as is the agenda for business transformation at the organization. Moving to a high-performing, results-driven organization requires a leader who is a highly effective, influential change agent and a high impact, emotionally intelligent professional.
- Ten (10) years or more of relevant work experience with an emphasis on employee engagement, employee experience, organizational effectiveness, or other related HR disciplines.
- Demonstrated experience with organization-wide initiatives and ability to work effectively in an environment of change.
- Strong analytical capabilities with experience in mining, organizing and interpreting human capital and organizational data and information to support the development and implementation of talent engagement and retention.
- Excellent interpersonal skills and a collaborative management style.
- Must have proven ability to conceptualize, lead, implement and monitor broad human resources related programs and initiatives in the context of broader business/organizational objectives.
- Requires well-developed and highly effective listening, communication, presentation and persuasive skills, including the ability to receive, process and present both strategic and tactical information to diverse audiences while maintaining effective, collaborative relationships with all stakeholders including members of the Board of Directors, outside organizations, vendors, business leaders, management and staff.