The Director of Organizational Development is a member of the Talent Management & Organization Development (TMOD) Center of Expertise (COE) team. The role reports to the VP, Talent Management and Organization Development provides strategic and tactical subject matter expertise and leadership in a dynamic, fast-paced, results-driven environment.
The TMOD Center of Expertise work is focused broadly on strengthening the alignment between business priorities and organizational strategy and activation (structure, processes, systems, talent, change, culture, etc.). Through specific expertise in these efforts, the TMOD Center of Expertise works to enable Western Digital to optimize its return on human capital investments through a high performing organization.
The Director is responsible for designing and managing organizational development programs, processes and projects, which includes areas such as: Performance Management process coordination, Team Building/Effectiveness facilitation methodologies, Succession Planning methodology development and coordination, Workforce Planning methodology and rollout, Assessment Strategy and Toolkit design and coordination, global Coaching services providers and coordination, and other areas as defined by the VP, TMOD.
Western Digital is a highly collaborative culture and environment, therefore the work led and performed by the OD Director will be aligned with the work with all other aspects of the Human Resources and Talent Management Strategy. This will be accomplished by regular collaboration with the VP, TMOD as the Director of Leadership Development, frequent and on-going communication, and an inclusive, collaborative approach.
Responsibilities:
Plan and manage roadmap of priorities and projects
Works in collaboration with VP TMOD, Director of LD and stakeholders to define a 12-month plan of OD initiatives and projects.
Brings a point-of-view and thought leadership in the areas of Organization Development/ Effectiveness and the areas listed above that are within scope of the role. Actively contributes unique ideas and expertise, in addition to gaining input and collaboration from other HR members.
Create and implements organizational development (OD) strategies, frameworks, processes and toolkits for broader rollout across the organization.
Leverage experience and/or expertise to lead the design of OD processes in the areas of employee engagement, succession, performance management, etc (as outlined above).
Creates user-friendly tools and resources readily available to targeted audiences (US and International Business Partners business leaders, facilitators,) to support development and build capability.
Monitor and continually improve the effectiveness of OD programs, products to ensure advancement of the organizational strategy and performance.
Partner with HR senior leaders to ensure integration of OD work with other core organizational and talent programs, curriculum and concepts such as talent acquisition, succession planning, performance management, onboarding, competencies and other HR/talent work and 0ther organizational priorities and strategies.
Utilize project management skills to deliver high quality outcomes on time.
Effectively scope projects, develop project plans and milestones, communication plans, etc for successful completion of the projects.
Work in a highly inclusive and collaborative way within TMOD team, and across HR, in the development of plans and approaches.
Acts as expert resource; provide consultative support and services
Provide expert facilitation of group and team events
Act as an organizational subject matter expert including developing and implementing high quality, cost-effective organizational effectiveness products, programs and services.
Provide consulting support and services, understands business needs and creates actionable solutions, tools and resources in various Org Management, People Development, Assessments, HR, Org Design, Staffing and Performance areas.
Other duties as assigned.
Qualifications
Qualifications:
Education
Bachelor's degree required. Graduate degree, MS/MBA (or equivalent) in Organizational Development, Human Resources, Business Management, Psychology, or Related Field preferred.
Experience
Proven track record of achieving transformational results and facilitating change in a large, growing organization
8-10 years of experience working in a specific Organizational Development roles or teams in a publicly traded company – preferably with experience implementing OD services and solutions within a 10B+ global organization.
Deployment of expert skills, knowledge and abilities in organization development/ effectiveness technical content domains (e.g., performance management, employee engagement, succession planning, workforce planning, business culture alignment, change management).
Design and development of organizational capability tools, templates, and methods to implement initiatives as well as educate HR teams and business leaders on organizational capability concepts and approaches.
Strong business acumen across a wide range of business functions – with a specific and deep expertise in the technology industry.
Ability to work with and influence a wide range of cross-functional work teams and leaders within a matrix organization.
Comfort managing multiple projects simultaneously.
Minimum 3 years of consulting experience with a combination of change management and organizational development expertise in a large, global organization (preferred).
Strong Project Management skill set experience with managing multiple projects, with multiple clients simultaneously with great success.
Demonstrated experience managing large, complex projects with multiple stakeholders.
Demonstrated strategic leadership and ability to understand the strategic context, translate organizational development implications and generate a change approach, solutions that drives the desired results.
Demonstrated success working with and managing cross-functional teams, committees, councils in identifying organizational development gaps, defining solutions, and managing the implementation with tangible results.
Physical Requirements/Working Conditions:
Physical Requirements/Working Conditions are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Standard Office Requirements:
This is primarily an office environment with moderate to medium noise levels. Finger dexterity is needed to access, enter and retrieve data using a computer keyboard, and to operate standard office equipment. The position occasionally bends, stoops, reaches, pushes and pulls drawers to retrieve file information and lifts and carries boxes that typically weigh less than 10 pounds. Spend two-thirds or more time sitting, talking or hearing; have close vision (clear vision at 20 inches or less). This position may require some travel.
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