Consultant – Organizational Development Effectiveness in Clearwater, FL at PODS

Date Posted: 4/29/2021

Job Snapshot

Job Description

JOB SUMMARY

Leads all talent assessment, planning, and development for the company. Works with all levels of leadership to optimize potential and performance while increasing talent mobility through sound succession planning. Provides guidance and advice to help the business improve efficiency, enhance operations, and drive profitability through focused individual and team development. Leads evidence-based research to drive best practice. In partnership with the Director, Learning & Communication, provides executive coaching at all levels of the organization.

 

ESSENTIAL DUTIES AND RESPONSIBILITIES

Process Development and Delivery:

 

  • Accountable for all talent assessment and leader development needs and requirements across the organization to engage associates and promote a learning culture while growing future talent mobility.
  • Aligns all programs and processes to PODS Strategy to ensure aligned focus to grow our associates and the company.
  • Leads Team Effectiveness programs developed based on job and team analysis for optimal performance and all team building activities for the organization to ensure high functioning teams and continued connectivity through trust exercises.
  • Executes the annual Talent Review process and designs, develops and continually updates leader development plans, programs and all top talent accelerated efforts in line with the organization’s succession needs. 
  • Partners with Leaders, Managers and HR Business Partners to identify and define talent needs, assess solutions and provide best practice.
  • Supports the evaluation of promotions using the promotion criteria and provides input into onboarding process as it relates to successful profiles within PODS culture.
  • Supports the development of career frameworks for the appropriate business units and targeted audiences.
  • Sponsors key initiatives to promote and achieve a culture of leadership and increase team member engagement.
  • Partners with Learning Manager on the development of, and administers, talent programs such as mentoring, high potentials and future leaders.

Consulting and Partnering:

 

  • Acts as PODS lead Executive Coach for all individual leader needs whether competency or job-related consulting. 
  • Lead job and team analysis to understand optimal work environments through spans and layers as well as skill distribution and structure.
  • Identifies and creates Assessment Center, including pre-hire assessment, 360 assessment and other third-party assessments such as Myers Briggs, DDI and Previsor.
  • Designs and implements process controls for assessments and plan summary report sharing with direct leaders and others specified associates to ensure confidentiality and credibility of all development efforts.

External Networks and Metrics:

 

  • Lead evidence-based research that measures demonstrated outcomes for talent development directly tied to PODS Strategic Plan and culture.
  • Research best practices and trends, staying on top of trends and developments within the area of culture and engagement, integrating and enhancing brand relevant internal development programs.
  • Measures organizational success as it relates to Talent Management and Engagement and continually adapts to improve results. 
  • Tracks, analyzes, and reports on key learning and development/OD metrics

Job Requirements

JOB QUALIFICATIONS: 

 

Education & Experience Requirements:

 

  • Master’s Degree in HR, Organizational Design and Development, Learning or other equivalent degree required.
  • PhD in Industrial/Organizational Psychology or Organizational Development strongly preferred.
  • 7+ years post graduate experience in a corporate training, organizational development or management experience. 
  • Executive Coaching Certification and/or advanced training and expertise required. 
  • Certifications with assessments and/or training programs or extensive experience designing customized training to support advancement of company performance, engagement and safety. 
  • Strong background in learning and development, creating and sustaining talent growth programs, particularly in leadership development
  • Proven experience with evidence-based research and outcomes measurement to advance programs efficacy and sustainability, sustaining a broad range of OD talent management objectives. 

CAPABILITIES:

 

  • Proven experience in psychological principles and research methods to improve overall work environment, including performance, communication, professional engagement and safety.
  • Proven management experience. 
  • Strong presentation and facilitation skills.
  • Strong curriculum design and development skills
  • Demonstrated executive coaching skills at the highest organization levels. 
  • Ability to effectively evaluate and recommend effective development solutions. 
  • Excellent verbal and written communication skills, with highly professional, executive presence. 
  • Strong analytical skills with the ability to secure and use data to drive effective decision making. 
  • Experience with multimedia training platforms.

 

MANAGEMENT & SUPERVISORY RESPONSIBILTIES

 

  • Reports to the Director, Learning & Communication.
  • This position will grow a team and have full supervisory responsibilities for Organizational Development Consultants to lead and grow talent planning, succession, development planning and assessment needs of the organization at all levels. 

 

 

CORE COMPETENCIES FOR ALL POSITIONS: 

 

  • CUSTOMER FOCUS: Maintains client contact - Keeps clients up to date on the progress of services and any changes affecting them, maintaining service to clients during critical periods 
  • RESULTS ORIENTATION: Meets standards and goals - Can easily describe, follow and deliver on work assignments based on standards and goals in place 
  • TEAMWORK/COLLABORATION: Collaborates with others - Does their own fair share of work and seeks assistance from other team members as needed 

 

JOB SPECIFIC BEHAVIORAL COMPETENCIES: 

 

  • FOSTERING COMMUNICATION: Listening and communicating openly, honestly and respectfully with different audiences, promoting dialogue and building consensus.   (Degree 5: Communicates strategically - Formulates communication to achieve specific objectives and uses varied communication vehicles and opportunities to promote dialogue in order to create shared understanding and consensus).
  • MANAGING CONFLICT: Recognizing signs of conflict and interceding appropriately to solve the situation. (Degree 5: Promotes an integrated approach to conflict management.  Stays abreast of conflict management trends and best practices, integrating them into organizational strategies and processes).
  • NEGOTIATING: Seeking to resolve different perspectives of matters of dispute by discovering shared interests and finding mutually acceptable solutions. (Degree 4: Negotiates in complex situations – Manages own emotions when dealing with irrational parties, taking a constructive approach that is focused on a solution).
  • PROBLEM SOLVING: Identifying problems and the solutions to them. (Degree 4: Solves complex problems – Works to find optimal solutions considering possible approaches and willing to work in the ‘grey’).
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