VP, Head of Organizational Development & Training

Employer
National Cooperative Bank
Location
Arlington, VA
Posted
Aug 12, 2022
Closes
Aug 15, 2022
Ref
625799106
Industry
Other
Hours
Full Time
National Cooperative Bank (NCB) is seeking to augment and enhance their human resources team with an exceptional leader as their VP, Organizational Development & Training (VP, OD&T) to lead the organization's talent management strategy and design.The VP, OD&T will be responsible for building and leading an enterprise-wide talent management and OD strategy and team to drive an integrated approach to succession management, executive and leadership development, learning and performance management. S/he will design, develop, and deploy, in partnership with the Chief Human Resources Officer ("CHRO"A' ), all talent-related tools, processes, systems and programs while also leveraging workforce data and analytics to drive business focused OD strategies.KEY RESPONSIBILITIESThe VP, OD&T is responsible for the design, implementation and communication of the organization's talent management strategy.Ensure talent management programs are aligned with organizational goals and are consistent with NCB's values; and enhance NCB's ability to attract, retain, reward and engage exceptional people.Operating within a matrixed environment, the VP, OD&T will build and collaborate across NCB to align stakeholders on key strategic initiatives.The VP, OD&T will assist with designing and implementing the strategic direction for high potential identification and development, succession planning, onboarding, organizational design, development programs, and employee engagement to ensure that NCB is further developing a culture of high performance and learning.The individual will develop and implement strategies, policies, processes, initiatives, tools, and systems to drive talent management, culture, and organization development initiatives across the organization.Work closely with the CHRO and leadership team to enhance communication and social media strategies in support of the talent function in all locations; focused on clear and concise communication across the entire employee population.Learning & DevelopmentDevelop a high-performing learning and development function that is responsible for creating and delivering onboarding, career and professional development, and leadership development programs to equip our team to perform, innovate, and grow.Identify skill gaps and deliver learning solutions to address the organization's most critical needs.Identify and procure or design learning content, training, and learning experiences for purposes of broad upskilling and continuous improvement. Organizational Development Partner with the CHRO to develop a long-term vision of the organizational structure that positions NCB to deliver on its strategic objectives.Consult the business leaders to ensure local structures are aligned with the current and future state of the business - anticipate demands; and provide support and guidance where required.Collaboratively design the company's new competency framework which will further direct the development and delivery of performance and development programs.Create and implement scalable processes to ensure the growth of strong talent pipelines including the talent review processes and succession planning practices.Support the entire performance management cycle including embedding best practices across the business in areas of coaching, goal setting, career pathing, feedback, and development planning.Establish a change management practice to support the needs of the business including the development of company-wide key processes, tools, and practices to be deployed. Workforce PlanningPartner and consult with the businesses to ensure thoughtful succession planning.Utilize analytics to evaluate internal and external labor supply and demand; identify the gaps that may exist between current and future state with a view to proactively provide ideas and solutions. Employee Engagement and CultureDesigns, implements, and analyzes employee surveys focused on culture, engagement, hybrid work, new hire, exit, and ad-hoc needs. Provides coaching and consulting to business leaders to drive a listening approach and develop action plans for improvementSupport sustainment of company culture in tandem with business growth and scale through driving a cohesive and employee-centric view of culture transformation and reinforcement effortsSupport the company's future of work philosophy and recommend practices and programs that will upskill and build a strong performance culture in a hybrid work environmentContinue to improve our onboarding program to ensure new hires have a positive experience and are set up for success in their new roleDesign and implement initiatives and programs to help cultivate a diverse and inclusive workplace such as mentoring, sponsorship, inclusive leadership, unconscious bias, ally skills, etc.PROFESSIONAL EXPERIENCEThe successful candidate will have proven experience as an effective leader in a matrixed organization with a sound technical background in all aspects of talent management and organizational development, and ideally have a foundation in broader HR gained in an HR generalist role. The OD Director will bring his/her ideas based on experience and will provide insights and provoke thoughtful conversation and strategic guidance to the function.S/he will possess the following experience:Bachelor's Degree in Human Resources or a related fieldMaster's Degree in Industrial/Organizational Psychology, Organizational Development, Leadership Development, Human Resources or a related field is strongly preferred10+ years of broad Talent Management and OD experience, with emphasis in talent assessment, development, succession/performance management, leadership development, learning, culture transformation, and diversity & inclusionWell-rounded knowledge of all areas of talent, including learning and development, succession planning, organizational development, workforce planning, assessments, coaching, and talent strategyPrevious success in the development and application of OD Diagnostic tools (ie, engagement surveys, assessment, cultural diagnostics, etc.) in planning and leading complex enterprise-wide organizational development and change initiativesEffectively using various learning technology platforms, to include virtual, mobile, informal, social learning, and knowledge managementBuilding and leading best in class talent management and OD strategies for teams across a disbursed workforceDiagnosing organization capability requirements and translating these into practical interventions, including leader development and talent management practices, processes and/or programsApplying change management methodologies and leading and facilitating organization/transformational change initiativesDesigning and managing an overall talent management and OD framework, including deploying, managing and measuring effectiveness of annual talent reviews including leadership and key talent depth, capability and promote-ability (which includes succession planning, leadership and key talent development and assessment plans).Driving organizational change, including helping the management team transform and grow a company effectivelyImplementing and leading an efficient process for developing and retaining great talent throughout the companyBuilding an inclusive culture that values all perspectives, driving collaboration and leveraging talent to reach goalsDemonstrated ability to use diagnostic skills to translate the theory of organizational development into practical applications that improve business resultsSkilled in facilitating communications between divergent groups and assessing problems to initiate creative solutionsFinding new and better ways to drive talent strategies that are innovative, creative and linked to performance and culture.QualificationsHighly engaging, agile and collaborativeCompelling facilitator and speaker effective at training all levels of the organization.Strong business acumen with the ability to relate HR and talent needs to those of the wider organizationExcellent project management and operational skills including planning, logistics, program management, and schedulingIs a connector, relationship builder, and influencer with stakeholders, peers, and cross-functional partnersExcellent presentation and facilitation skills and the ability to communicate effectively with all levels of the organizationStrong strategic thinking capabilities with the ability to naturally translate strategy into plans for executionAn open, inclusive, team-oriented work style and the ability to collaborate and build strong relationships with employees and leaders at all levels of the organizationA commitment to the pursuit of excellence, demonstrates a willingness to speak honestly, listen openly, and lead purposefullySolid understanding of business concepts, strategic alignment and identification of talent implicationsExcellent strategic planning and operational deployment skills with the ability to integrate and align strategy, people, and activities across functions, processes, and teamsAbility to grasp issues quickly and form, initiate and carry through design to implementation and measurementAbility to thrive and pivot in a fast-paced work environment while navigating changeIntuitive, strategic and conceptual thinker with an orientation to detail and resultsWillingness to challenge point-of-views when necessary and offer alternative constructive suggestions; particularly in influencing, defining and aligning organizational development strategies and actions.Ability to travel 10% - 15%Working conditionsHybrid - Work will be performed from both remote and onsite locations. However, hybrid employees should live within a reasonable commute to the office and are expected to work from the office at least two (2) days per week - Tuesdays (required) and one at least one additional day.AA/EOE