Director - Organizational Development - National Football League - New York

Job description
In this role, the ideal candidate will understand business strategies and needs in order to identify and prioritize Talent Management and Organization Development needs and to then deliver innovative, focused, and growth supportive solutions which will further position and strengthen the NFL to be the destination organization. This includes, but is not limited to, Succession Planning, Assessment & Development, Organization Design and Learning.
She/he will proactively consult and advise the SVP of Talent Management on organizational effectiveness and organization design needs, challenges and solutions. She/he will also work with HR Business Partners on the needs, development and deployment of Talent and assist in the development of strategies, learning plans and actions to support Business goals and their related Talent needs. She/he will identify, create, and implement effective systems, learning curriculum tools and processes for professional talent development and succession planning, assessment, etc., and to identify career paths and development opportunities to continue helping NFL build and grow a talent pipeline of next generation leaders and key contributors across the organizations.

Essential Job Functions:
Directs the annual Performance Management, Succession Planning and Career Development processes. Links Performance Appraisal and Career Development with Rewards to optimize performance management and drive a high performance culture.
Develops and executes appropriate measurement approaches for each learning initiative and provide a thorough analysis of results, including recommendations for improvement.
Coordinates Talent Reviews with HR Business partner for each department and coordinates organization talent reviews covering all talent related issue with EVPs and Commissioner.
Determines policy, methodology, tools, etc. for succession planning, performance appraisal and employee development. Links outputs to internal training needs and design/delivery.
Advises on Organizational structure, matrix, and reporting lines in order to achieve the goals of the business.
Designs and implements needs assessments; draw conclusions and recommend appropriate learning initiative to fill in gaps.
Manages updates, revisions, and customization of learning materials to reflect changes in the business identified through needs assessment or general interaction with business leaders.

Desired Skills and Experience
10+ years HR experience, Talent Management/Organizational Design and Development, or related Human Resource Service function (Staffing, Sourcing, Performance Management, Succession Planning, Leadership and Management Development).
Knowledge and experience in utilizing organizational development models and assessment tools required.
Proven success designing, implementing and executing talent development strategies and programs in the areas of senior leadership development, talent reviews, coaching, succession planning, and employee branding and value propositions and overall employee career development and performance management.
Demonstrated experience managing large, complex accounts or projects.
Excellent communication, interpersonal and organizational skills.
Detailed knowledge or Organizational Design/Development. Preferred individual who has lead or worked in an organizational development role that evolves and matured in an organization as opposed to an already mature function.
L&D budget management experience.
Bachelor’s Degree required. Masters in Organizational Development or related field desired.
Proficient with Microsoft Office tools including Word, Excel, PowerPoint, Outlook.

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