Senior Specialist, OE
Location: US-NY-New York Posted Date: 12/9/2009

More information about this job:

Overview:

The Senior OE Specialist supports the Organization Effectiveness (OE) area by researching and designing processes and programs that drive Guardian’s performance. The Senior OE Specialist plays a key role in the long-term success of Guardian through the design, delivery and implementation of programs and services that facilitate the alignment and integration of people, processes and technology, vision and strategy, leadership and workforce, business goals and culture.


Responsibilities:

The Senior OE Specialist uses knowledge of business needs, process consultation and change management principles and practices to help business leaders and HR Business Partners identify, create and assess culturally and organizationally appropriate solutions to organizational effectiveness issues. He/she will determine the tools and techniques that best meet the client requirement while ensuring that recommended solutions address unique client challenges and sound organizational design and change management practices. The Senior OE Specialist will manage client expectations, resource requirements and number and scope of projects. In addition, the Senior OE Specialist will develop OE metrics and measurement to ensure constant value-add to the business as well as create the linking mechanisms between organizations to drive change agendas and to ensure effective and sustainable results. He/she must be an excellent project manager, able to manage multiple simultaneous priorities, hold team members accountable and deliver high quality, on-time and within budget results that meet business needs. The Senior OE Specialist must be an autonomous contributor who is both a self-starter and can work independently with minimal supervision.



Major Opportunities and Decisions:



To be part of a pro-active and creative team that looks at adding value to the business by developing and retaining talent at all levels of the organization.



Principal Accountabilities:



Activity


Purpose

Research, design and build talent management and leadership development programs that attract, develop and support the organization’s talent base including onboarding, performance management, management development, succession planning, and other departmental initiatives.




To deliver on departmental objectives that meet the changing needs of the business through evaluating and enhancing current programs as appropriate and designing/delivering new programs as required.

Serve as the project lead for various talent management initiatives including performance management redesign and implementation, executive onboarding, management and leadership development and implementation.




To add expertise as an owner on the OE team where projects have enterprise-wide reach and projects for specific business needs.

Build working relationships with HR Leaders and business members to assess, identify and support specific talent management and development needs (e.g., group interventions, team facilitation and team building, development planning, etc.). Provide thought leadership to business leaders and HR Business Partners on OE practices.


To act as an internal resource to all of HR and the businesses in a wide variety of developmental areas. To provide insight and ideas in supporting performance management and growth.

Research and summarize best practices and methodologies to support potential programs and report on current trends; write business cases linking development initiatives and ROI.




To insure that we are aware of current practices in our field so that we can reevaluate our current efforts to insure that we are delivering at a high level.

Manage vendor relationships for development programs and services.




To insure that we are always treated as a valued client by external resources.


Qualifications:

Skills and Knowledge:



Competencies/Skills:

Strong background and superior knowledge of organization development (OD) theory and practice, a broad range of OD and consulting interventions, including cutting edge approaches to organizational transformation, change management, talent management and learning.

Excellent communication, facilitation, negotiation and interpersonal skills

Must have political savvy, learning agility, analytical ability and strategic thinking skills including strategy development

Design and delivery of training programs; proven and dynamic training platform skills

Demonstrated skill in the area of facilitation, group intervention and team building

Experience in developing and implementing organization development and effectiveness initiatives

Familiarity with consulting models as well as models in coaching and organizational development

Must have experience in project management and leading project teams



Knowledge:

Management and leadership development

Talent management tools and processes

Talent review/Succession planning

Diagnostic tools for individual and group assessment

Performance management

Coaching and mentoring programs

Competency modeling

Change management

Development planning

Performance consulting

Organizational design

Team effectiveness interventions









Education and Experience:



Education: Graduate degree in related discipline (e.g., Organizational development, industrial/organizational psychology, organizational behavior, etc.) required. Experience with PDI Profilor and Meyers Briggs facilitation/certification a plus.



Experience: no less than 6 of experience (Acts as Team Leader)



Other Requirements: (Consider other specific requirements essential to the successful performance of position responsibilities and accountabilities, e.g., travel. Identify the frequency of action and weight involved with the physical demands of essential functions performed by the position, if applicable. Occasional 0-33% of time; Frequent – 34-66% of time; Constant – 67-100% of time)



Occasional travel: 0% - 33%