Job Summary
The Director, Talent Planning and Organizational Design partners with NAPA leaders to identify and address strategic talent priorities, identify short- and long-term talent needs, and implement programs and initiatives that result in a robust and diverse talent pipeline.
Working cross functionally with the People team and business leaders, the director will drive NAPA strategy forward by leading succession planning and organizational design efforts, ensuring there are talent plans and talent in place to meet strategic priorities.
Open to Remote options for a STAR Candidate
Responsibilities
- Leads and manages NAPA succession planning process to identify and monitor high potentials and build and maintain talent pipeline.
- Serves as advisor and talent partner to business leaders by implementing and tracking accurate and updated succession planning programs and data.
- Consults with executives to understand strategic priorities and design highly impactful people strategies and organization designs to achieve objectives.
- Partners with HR leaders and hiring managers to assess succession planning needs and talent pipeline requirements, creates plans to meet immediate and long-term talent needs.
- Works cross functionally with Talent Development to ensure talent pipelines have the right skills at the right time.
- Implement and improve talent planning and organizational design process and programs including, but not limited to job analysis, talent reviews, organizational effectiveness initiatives, career frameworks, and career planning programs.
- Partners with GPC HQ to ensure alignment with talent initiatives, priorities, and processes.
- Stay up to date on best practices and advances in organizational design, organizational effectiveness, and talent management.
Provide recommendations to improve talent impact on organizational strategy.
Qualifications
- A four-year degree, preferably in Human Resources or business-related degree field.
- 8-10 years’ experience in organizational development, HR, and project management.
- Proven ability to use technology to provide information for making sound business decisions.
- Previous experience in large organization in an organizational development function.
- Able to successfully develop effective relationships with key people throughout the business operation.
Preferred Qualifications
- Advanced degree in Human Resources, Management, Psychology, Industrial / Organizational Psychology, or relevant discipline.
- SHRM-SCP or SPHR Certifications.
Leadership Skills
- Embodies the following values : serve, perform, influence, respect, innovate, team.
- Effectively communicates by motivating and inspiring others through clear and proactive communication.
- Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
- Makes balanced decisions and thinks strategically by being a forward thinker.
- Develops high-performing teams by providing inclusive leadership, attracting, and developing world-class talent, providing ongoing feedback, and building trust across the organization.
People Capabilities
- Business Acumen : Must possess industry, organization, and financial knowledge.
- Strategic Consulting : Must be able to provide consultative problem-solving, as well as project and risk management competency.
- Relationship Management : Must promote collaboration, networking, persuasion, and influence.
- Data Judgement : Must be able to provide data foundations, interpretation, and storytelling.
- Talent Management : Provide strategic HR expertise, employee experience management, change management and technological savviness.
- Agility : Must lead with a growth mindset and drive innovation and iteration.
Physical Demands / Working Environment
- Must be able to work in a corporate office setting.
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