Senior Director, Learning and Leadership Effectiveness

Job Description Summary

This position is responsible for the design, delivery and program management of learning, leadership development, organizational effectiveness and change supporting a wide range of programs and initiatives. This includes, identifying and consulting on leadership needs, workforce strategy, organizational design and development initiatives to drive talent management, succession planning, learning and change management initiatives. In partnership with HR Business Partners, consult with and advise leaders on business transformations, ensuring readiness for change and growth.

Essential Duties and Responsibilities

• Design, develop, deliver and evaluate programs and frameworks that improve our teammate experience, engagement and our effectiveness as an organization.
• Apply consistent methodology to 1) design operating model and organizational structure to activate strategy, 2) assess change impact, conduct impact analysis, assess change readiness and identify key stakeholders for initiatives; identify change interventions; manage execution, 3) create talent strategies to ensure business as the talent and capabilities to execute on strategies, including learning and development strategies.
• Develop team to champion learning by serving as the learning subject matter expert to analyze job tasks, work processes and learning needs of target audience to identify optimal instructional strategies with defined learning outcomes with ability to deliver the learning, as needed.
• Design, implement and measure effectiveness of the organization’s teammate development strategies and programs, including redesigning, launching and continuous improvement of New Leader Development and Onboarding programs along with general leadership development.
• Regularly assess the effectiveness of programs, leveraging metrics and stakeholder insights to drive continuous improvement. Continuously align core processes with Schnuck’s overall workforce strategy, values, culture and business needs.
• Identify, design and implement programs to address organizational gaps.
• Effectively leverage data to formulate insights, recommendations and measure impact on initiatives on culture and performance.
• Collaborate and engage with the Human Resources team with the aim of creating strong performance and culture.
• Identify strategies and execute tactics to support teammates and leaders through business transformations and technology, roles, and structure changes.
• Create roadmaps and timelines to organize and execute cross functional projects and programs effectively by successfully managing risks, empowering decision making, and escalating issues.
• Utilize a variety of methods to gather the information needed to present informed recommendations. Leverage data and storytelling to support decision making and enable change across the organization; align with organization communication to support change efforts.
• Identify strategies and create execution plans for operating models, detailed organizational design, talent and workforce strategies, and change management strategies. Reviews and analyzes capabilities, processes, workloads, and functional interrelationships to identify ways to improve efficiency and productivity of organizational structure.
• Focus on the people side of change derived from changes made to business processes, policies, systems, technology, roles and responsibilities and organizational structure.
• Provide tailor/develop and implement management expertise and tools, such as a Change Plan, Change Impact Assessment and Change Narrative.
• Engage and consult with individuals and teams of all levels throughout the organization to support the effective design of teams and functions.

Skills

• Expert understanding of organization design, talent management and change management best practices, tools and methods – demonstrating a solid understanding of how people process and progress through change.
• Working knowledge of adult learning and instructional design principles, including e-learning.
• Solid understanding of business concepts and strategic alignment along with a pragmatic approach to achieving results.
• Big picture thinking to analyze, review and recommend organizational improvements with ability to influence decisions and outcomes.
• Exceptional Interpersonal and oral/written/presentation skills adaptable to a variety of audiences.
• Demonstrated planning and coordinating skills to manage multiple projects and stakeholders consecutively.
• Proven facilitation, consultation skills and experience delivering training/presentations to various groups of stakeholders.
• Ability to work effectively under pressure and within a collaborative, team-oriented environment using sound judgment in decision-making; systems thinking skills.
• Experience leading and influencing change and organizational design/development work within large projects with practical approaches
• Executive presence and influencing skills demonstrated by experience building relationship with senior HR and business leaders
• Ability to understand business or project and build credibility quickly.
• Ability to manage large-scale organizational change management processes with hands-on delivery to shift mindset, behaviors, and achieve results.
• Skilled in operation of a personal computer, including Google suite of products.

Supervisory Responsibilities

• Learning and Talent Development teams

Education and/or Experience

• Master’s Degree in Organizational Development, Adult Learning, Human Resources Development, Industrial/Organizational Psychology, or related discipline
• 5 plus years’ experience in a related Organizational Development or Change Management role responsible for change and organizational development programs.
• 3+ years leading a team
• Experience designing and leading complex human resource initiatives
• Workday experience desired

Certificates, Licenses and Registrations

• PROSCI Certification preferred