Designs and implements high-impact leadership and organizational development strategies that support and drive a culture of high engagement, performance, career growth and talent mobility across the organization.This role actively leads and engages HR colleagues and business leaders in developing strategies to improve attraction, performance and retention of exceptional talent.
1.Collaborates with HR colleagues and leaders to support and develop new innovative leadership and organizational development programs and processes to improve the engagement, performance and movement of talent across the system and gives us a sustainable competitive advantage.This includes development and management of talent profiles, career path, multi-source feedback, succession planning and talent reviews.
2.Works closely with system leaders to plan and implement change projects and strategies to support our strategic plan and organizational culture.
3.Assists implementing a learning and development strategy that addresses workforce capabilities, skills and competencies needed to support current and future system strategies.
4.Partners with HR colleagues and system leaders to identify needs and develop/facilitate leadership development strategies aligned to our integrated leadership and organizational development strategy.
5.Partners with HR colleagues and system leaders to use Organizational Development tools for building the system’s overall effectiveness and well-being of our employees through engagement efforts, retention strategies, team development and cultural efforts.
6.Conducts team building training, team facilitation, individual coaching and leadership team effectiveness sessions.
7.Carries out organization assessments, makes recommendations for change, helps design new structures and jobs, and works to redesign management and organization-wide processes to drive organizational effectiveness.
8.Supports our change management initiatives through robust readiness assessments, learnings and interventions designed to increase early adoption and ownership of change.
9.Acts as liaison with both internal and external resources to deliver organizational development and consulting support.
10.Collaborates across HR functions to ensure convergence in purpose and execution of Leadership Development, Organizational Development and Change initiatives.
