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Organizational Effectiveness Director
American Eagle Outfitters
Pittsburgh, PA, United States
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We are looking for a dynamic, collaborative leader to provide innovative approaches to employee engagement, culture, and talent management - including organizational design, performance management, and talent planning. The Director of Organizational Effectiveness will lead the development and implementation of integrated talent processes and tools to build the individual skills and organizational capability needed to execute business strategy and strengthen AEO’s culture. As a key member of the Talent Management Center of Excellence, a strong background in organizational development, project management and change management are required for success. This role will be equal parts strategy and execution; you will partner closely with a wide array of stakeholders to develop and implement programs.
Responsibilities:
• Lead the design, development and implementation of innovative talent management programs and processes to improve depth, quality and engagement of AEO’s talent
• Measure and monitor the effectiveness of AEO’s talent programs and practices through the establishment of talent management analytics and tools
• Implement best in class tools that are actionable and supportive of company goals
Org Design:
• Provide expertise, tools, and support on organizational design issues
• Consult with HR team and Executive Leadership on change management opportunities – provide guidance on resources, processes and tools
• Improve organizational effectiveness through the development and deployment of solutions to enhance leadership, improve productivity, and drive a performance culture
Culture & Recognition:
• Develop and implement culture initiatives to promote a positive culture that will accelerate AEO’s ability to achieve our goals
• Develop roadmap of actions necessary to both retain and adapt our culture
• Partner with HR & leaders to design and implement programs to increase employee engagement and achieve outstanding results
• Lead the design and implementation of formal and informal recognition programs
Talent Planning & Performance:
• Align all performance management processes, methods and tools to be consistent with Talent Management initiatives.
• Lead the Talent Planning process, including ongoing development and refinement of current talent planning processes, tools and materials.
• Oversee the design and implementation of succession planning and key talent review meetings and processes across the company
• Develop and implement strategies to accelerate development of key talent and successor candidates by identifying tools and processes for assessing and developing talent (e.g., 360 feedback, talent assessment processes).
• Ensure IDP’s are in place for successors to enhance their ability to achieve goals and capability of assuming increased levels of responsibility
Qualifications:
• Bachelor’s degree in Human Resources or related degree preferred
• 10+ years of related experience
• 3+ years of experience managing direct reports
• Must have high level of interpersonal skills and be able to interact and communicate with individuals at all levels of the organization
• Ability to manage multiple tasks and prioritize as needed
• Excellent organizational, verbal and written communication skills
• High degree of proficiency MS Office Suite, Outlook & Internet applications, some familiarity with Oracle Taleo and Fusion a plus
• Demonstrated collaborative skills and ability to work well within a team
• Ability to work in a fast-paced and deadline-oriented environment
• Self-motivated with critical attention to detail, deadlines and reporting
• To be successful in this role, this leader must be scrappy, meaning you must be creative, resourceful, hands-on, and dedicated to drive results
• Excellent organizational and project planning and execution skills; this role requires hands on “doing of the work”
• Demonstrated success managing multiple projects and deadlines simultaneously and seamlessly adapting to evolving business priorities
• Process improvement mindset; heavy bias toward business orientation in the approach to this work
• Proven record of developing and implementing high impact employee engagement, culture, and talent management and learning strategies