Sr Leadership Development Specialist

Job Description

Strong customer focuses and service orientation with the ability to work independently and efficiently, with minimal supervision in a fast-paced environment.

Ability to manage multiple priorities simultaneously as well as see projects through independently.
Expectations include developing strong professional relationships with business, its managers and employees; possessing excellent problem solving, interpersonal and multi-tasking skills; demonstrating good judgment in every aspect of the Specialist role; and being creative and ambitious while fitting into our energetic environment.

Responsibilities

The Sr.

Specialist - OD will be responsible for a combination of duties which includes, but not limited to:


* Create talent development programs that could include workshop facilitation, strategic planning sessions, experiential learning curriculum, training facilitators, and partnering with internal and external training teams for training modules and global or local training facilitation.


* Collaborate with appropriate functional areas, stakeholders and HR business partners to identify talent development needs including talent skills gaps, leadership development opportunities, and workforce planning needs.


* Analyze data to evaluate the effectiveness of the developmental programs


* Support the Field HR team in delivering programs and in executing Action Plans for identified leadership.


* Manage talent development expenses to deliver the maximum benefit for all programs.


* Work cross-functionally to align the work of the team with company needs for performance management, succession and high potential talent development.

Build strong relationships across the organization (including with senior leadership) to support seamless project implementations.

Design and implement leadership development programs:


* Conduct comprehensive job analysis to identify the knowledge, skills, abilities, and other characteristics (KSAOs) required for various positions within the organization.


* Develop competency models that align with the organization's strategic objectives and support effective talent management practices.


* Use assessment tools and techniques to assess employee competencies and identify development areas.


* Provide guidance on performance appraisal processes, goal setting, and performance feedback.


* Analyze employee engagement survey data, identify trends, and develop strategies to improve employee engagement and satisfaction.


* Collaborate with stakeholders to develop and implement organizational development interventions aimed at enhancing teamwork, collaboration, and employee productivity.


* Monitor and evaluate the effectiveness of organizational development initiatives and provide recommendations for continuous improvement.


* Utilize statistical techniques to analyze HR and talent data, identify trends, and provide actionable insights.
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