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Senior Director, Enterprise Organizational Change Enablement
Location: San Diego, CA
This newly created position will create an enterprise-wide organizational change management center of excellence (COE). The individual in this role will partner with the business to drive business transformation and change initiatives enterprise-wide. The primary responsibility will be to implement change management strategies and plans that maximize employee adoption, drive communication strategies, promote higher utilization and improve adapting to change. This individual will focus on the people side of change and partner with various parts of the organization to ensure we are anticipating and addressing the implications to change in our business processes, systems, technology, organizational structures, roles and communications. This will be a player-coach position, responsible for both building a small team (1-3 people), as well as directly supporting programs as the change enablement lead planning and executing on organizational transformational initiatives across the company. The individual in this position will used his/her theoretical and practical expertise to apply appropriate change management processes, tools and templates, to ensure assigned change initiatives are achieved and meet or exceed established metrics.
Attraction of the Job:
Reporting into the EVP & Chief Human Capital Officer, this position offers an opportunity to exercise a lot of muscles and strengthen new ones. Relying upon the qualified candidate’s broad experience, excellent organizational and interpersonal skills, resourcefulness, and agility, the Senior Director, OCE join a visionary human capital team and have an opportunity to have a significant impact on a broader commitment to company-wide transformation. The Senior Director, OCE will influence enterprise-wide and help strengthen existing change management processes and practices, while also implementing and reshaping this new, but core function to be best-in-class. This role and team will be pivotal in driving and sustaining our commitment to continuous improvement and organizational agility, while also being thoughtful and sensitive to the impact of change on our teams current and future. The successful candidate will enjoy both hands-on responsibilities (a doer) and leading projects (partnering with and leading others).
Manage enterprise change enablement, hiring and leading a small team focused on change and transformation initiatives
Establish and deploy change management strategies, methodologies practices and tools to meet the business needs; continuously evaluate the same for relevancy and efficiency
Develop a standard operating procedure for all change initiatives, including an integrated, comprehensive plan for engaging appropriate functions, teams, and stakeholders for each project, modified to consider the unique business objectives, stakeholders and challenges inherent to each project
Using a portfolio management approach, ensure interdependencies of projects are understood and considered in the project planning and deployment
Establish the process for change program metrics, monitoring, measurement and reporting
Facilitate the definition of change projects, including scope, schedule, budget, milestones and goals; track and report project deliverables using appropriate tools and metrics
Monitor, maintain and adjust approach, strategy, procedures and tools to ensure results
Create clear and measurable deliverables for all aspects of change management, including developing roadmaps, timelines, metrics, training plans, and communications plans
Analyze and anticipate risks, and identifying strategies for identifying and mitigating
Partner extensively with Learning, Talent Management and Human Resource Business Partners in the areas of organizational design, definition of roles, training and communications
Directly manage small team
Required Knowledge, Skills and Abilities:
The position requires a Bachelor’s degree or equivalent, in organizational development, business or a related field; an MS in OD or similar discipline is desired, as is a certificate in change management (Prosci or CCMP). More importantly, the qualified candidate will have extensive, progressive experience leading organizational change management in dynamic, multi-national organizations and successfully leading large-scale organizational change efforts using their experience and knowledge of change management principles, methodologies and tools. The ideal candidate will have change management experience in a technology environment and exposure to and successfully executed a wide range of change initiatives.
The position requires a seasoned professional who has well-developed analytical and problem-solving skills, a high level of intellectual horsepower, strong business acumen and maturity, with the ability to synthesize complex requirements and “connect the dots” between business needs, functional areas company-wide and our strategy.
Candidates will understand the dynamics of competing business priorities and reflect that in thoughtful, evidence-based recommendations and communications.
Candidates will have proven skills in enterprise project management/project planning, including defining scope, managing budgets, driving deliverables, meeting deadlines and identifying risks and proactively reducing them. In addition, to be effective, candidates must be highly organized, detail oriented, have impeccable follow-through, and hold themselves and others to a very high standard. Candidates will also have excellent interpersonal skills and be adept and perceptive communicators up and down the organization. This means being taking complex concepts and providing clear, concise and timely communications, as well as demonstrating sensitivity to all stakeholders based in a strong sense of self-awareness and global perspective.
Successful candidates will have experience and thrive working in a high volume, fast-paced, rapidly changing, results-oriented work environment and have demonstrated ability to manage multiple priorities simultaneously. Similarly, candidates will have a high degree of personal ownership, quality orientation and pride themselves on driving results, hitting deadlines, and driving progress in a matrix environment. At the same time, there must be a willingness to consider when trade-offs are required, but not compromise the objectives.
To be successful in the role, this individual must have a professional demeanor, operate without ego, pretense or hierarchy, have strong influencing and facilitation skills, be able to work well under pressure, a can-do attitude and see obstacles as opportunities. Because this is a player-coach role, the person must be able to zoom in and zoom out, work effectively at all levels of the organization and both as a leader and a colleague. As a change management leader, while it goes without saying, this individual must be the role model for how to navigate well where there is ambiguity and change, demonstrating a high level of maturity, professionalism and a sense of humor where appropriate.
Finally, in support of global initiatives, candidates should expect to work across regions, which mean some non-standard hours and travel. In addition, as with most professional roles, strong MS Office and office technology skills are necessary.