Job Summary

We have an exciting opportunity for an L&OD Advisor to join our HR L&OD team. This position is located in San Diego (Torrey Pines) CA.

The role serves as a strategic liaison between assigned business units and enterprise talent functions. This position partners closely with business leaders to assess and support organizational design, organizational development, and talent planning needs, including succession planning, leadership development, and workforce readiness. In addition, the L&OD Advisor leads enterprise-wide talent initiatives (e.g., performance management, engagement surveys, and talent reviews), owning end-to-end process design, enhancement, and rollout. The role works in strong collaboration with the Enterprise Learning team to translate business priorities into a cohesive leadership and talent development roadmap and supports organizational change management initiatives to enable successful adoption of change.

This role performs non-technical project completion using an internal customer perspective, typically from initiation through delivery. Coordinate cross-functional teams through meetings and progress measurement activity which bring distinct, specific projects to completion both on time and within budget.

DUTIES AND RESPONSIBILITIES:

• Act as the primary talent liaison for assigned business units, building trusted relationships with leaders and HR partners.
• Understand business strategy, operating model, and workforce challenges to proactively identify talent and organizational needs.
• Facilitate organizational talent reviews, including succession planning, leadership readiness, and critical role identification.

Organizational Design & Development

• Partner with business leaders to support organizational design and evolution aligned to strategy, growth, and operating needs.
• Assess organizational effectiveness and recommend interventions to improve structure, capability, and performance.
• Support org development initiatives such as team effectiveness, leadership capability building, and culture alignment.

Leadership & Talent Planning

• Partner with the Enterprise Learning team to shape and prioritize leadership and talent development offerings based on business insights and talent review outcomes.
• Translate succession and talent planning insights into clear development priorities and learning roadmaps.
• Support leadership development initiatives, including targeted programs, cohorts, and learning experiences.

Enterprise-Wide Talent Initiatives

• Lead enterprise-wide talent program design and implementation such as performance management, engagement surveys, and organizational talent reviews.
• Own the end-to-end lifecycle of assigned initiatives, including process assessment, redesign, stakeholder alignment, governance, implementation, and continuous improvement.
• Develop and execute rollout strategies, including communications, training, change management, and leader enablement.
• Partner with HR, Enterprise Learning, HRIS, and other stakeholders to ensure seamless execution and adoption.
• Analyze data and feedback to evaluate effectiveness and drive ongoing enhancements.

Change Management

• Partner with leaders and HR teams to support organizational change initiatives, including restructures, transformations, and capability shifts.
• Apply organizational change management principles to ensure effective communication, adoption, and sustainability of change.
• Align talent, learning, and change strategies to drive measurable business outcomes.

Collaboration & Insight Sharing

• Share talent insights, trends, and business priorities with enterprise teams to inform enterprise-wide strategies.
• Contribute to the continuous improvement of enterprise talent frameworks, tools, and processes.
• Balance enterprise consistency with business-unit-specific needs.

We recognize and appreciate the value and contributions of individuals with diverse backgrounds and experiences and welcome all qualified individuals to apply.

Job Qualifications

Typically requires a Bachelors degree in Business Administration with an emphasis in Human Resources, Organizational Development, Training or a related discipline and ten or more years of progressive professional experience in a corporate Human Resources department. May substitute a certificate in human resources from a recognized organization and equivalent experience in lieu of education.

• Must demonstrate a broad understanding of project administration principles, theories, concepts and techniques.
• Must have experience organizing, planning, scheduling, conducting, and coordinating work assignments to meet project milestones or established completion dates.
• Must possess the ability to understand new concepts quickly and apply them in an evolving environment while contributing to the development of new processes.
• Must be customer focused and possess:
  • the ability to identify issues, analyze data and develop solutions to a variety of complex problems which require the regular use of ingenuity and innovation;
  • strong analytical, verbal and written communication skills to accurately document, report, and present findings;
  • strong interpersonal skills enabling an effective interface with other professionals; and
  • strong computer skills.
• Ability to work independently or in a team environment is essential as is the ability to work extended hours as required.