Within the larger People and Place organization, the Development function (where this role is based) is responsible for the end-to-end employee experience from “hire to retire,” specifically, talent acquisition and workforce planning; onboarding; talent and performance management; individual, manager, and leadership development; organizational design and development; and ultimately transition to the alumni network.
This role is responsible to develop, facilitate, and manage new and existing talent & learning resources, programs and solutions for employees, and teams which allow them to be more effective in their work. Support cross-Development team projects as needed.
This role will have a relatively “fixed” component (approximately 60-70% time facilitating and implementing talent & learning programs), and also serves as a “pooled resource” within the broader People & Place Development team. The “flexible” component will support ad-hoc projects and implementation of other bodies of work as needed. The objective is three-fold: a) create clear ownership around bodies of work, b) increase agility across collective bodies of work, and c) enable development opportunities and experience.
- Facilitate and implement talent development programs and solutions such as foundation-wide onboarding (First Day Orientation and Starting Gates), manager effectiveness, and other skill-building workshops (e.g. DEI and leadership topics). Support of human-centered, instructional design as needed.
- Works agilely and flexibly as required to support program implementation across the Development organization. Examples include:
- Talent acquisition (e.g. surge support for Fellows and Interns programs).
- Performance management and talent reviews.
- Resource for employee questions about Development-related efforts (in collaboration with HR Global Operations).
- Serve as a talent development SME on project teams as needed (e.g. Workday Learning).
- Content curation, creation and maintenance across Development programs as needed. Examples include drafting communications, updating content and resources, and maintenance of SharePoint sites.
- Develops repeatable processes, learns from client input and feedback, and continually seeks improvement opportunities.
- Be part of a collaborative team that supports one another in a fast-paced, challenging, learning environment.
- Collaboration - Works with others openly and transparently to create an environment where diverse view-points are valued, and information is shared with others for the purposes of achieving a shared client experience goal
- Implementation Excellence - Excel at delivering and continuously improving our global solutions in a seamless, consistent way that results in clients understanding changes and more effectively driving foundation impact
- Outcome Driven - Using data to drive decision making, determine the work to be done, assess changes, adapt plans, measure progress, and follow-through on getting the work done in service of the desired client experience outcome(s)
- Functional Expertise - Use functional skills and knowledge to provide solutions to our clients in a consultative manner
- Learning Agility - Ability, curiosity, and willingness to learn from experiences and failures to adapt and adopt new ways of being and thinking to further the impact of the foundation (e.g., take risks, challenge status quo, be open)
- Critical Thinking - The process of actively and skillfully conceptualizing, applying, analyzing, synthesizing, and evaluating information from multiple sources and perspectives to reach an answer or conclusion
- Systems Thinking - Understands the formal and informal intersections and interdependencies to be able to frame the problem, evaluate issues, see downstream affects, and identify future implications across the end-to-end system to help prioritize solutions
Additional Key Capabilities
- Excellent collaboration and interpersonal skills necessary to build positive relationships with employees and managers across the foundation.
- Role model of desired foundation behaviors of Respect, Trust, Transparency, and Energy.
- Strong verbal and written communication skills, including an ability to communicate and work effectively across cultures, geographies and job levels.
- Strong technology skills (mastery of MS Office programs and SharePoint).
- Ability to multi-task, prioritize and sequence activities, and shift from client-facing or high-level planning work, to tactical, detailed implementation as needed.
Typical Experience
- Adult learning, virtual and in-person group facilitation of skill-building programs including manager/leader development; or equivalent experience as a business leader or HR Partner/Manager.
- Experience in the human resources and talent development field.
- Bachelor’s or Advanced degree with 3+ years of experience, or equivalent experience.
- Experience coaching employees, including individual contributors and managers preferred.
- Human centered, instructional design experience a plus.