Posting Details

Position Information

Posting Number
NONAC3785

Job Title
Senior Director of Organization Effectiveness and Talent Management

Position Title
Senior Director of Organization Effectiveness and Talent Management

Position Type
Non-Faculty

Number of vacancies
1

Salary
Commensurate with experience

Department
Human Resources

Position Summary

The Senior Director of Talent Management and Organizational Effectiveness has responsibility for the design and implementation of leading practices in performance management, organizational effectiveness, succession planning, team development and talent management. Through consultation with institution leaders and HRBPs as strategic partners, this leader provides organizational effectiveness consultation to leaders across the enterprise to help facilitate optimal team and departmental performance.

This role plays a critical role in partnering on organizational transformation efforts and serves as a SME on organizational design and reorganizations. Through this effort, ultimately this leader will serve as a subject matter expert in organizational design and effectiveness strategies, role design, work processes and team structures.

As organization effectiveness efforts often surface talent management needs, this role plays a key role in identifying critical roles, putting strategic workforce planning into practice, talent identification and development processes, executing talent and succession planning, and supporting diversity through internal mobility efforts. As such, this role may serve as a talent broker for the organization.

Minimum Qualifications

• BS or BA degree or equivalent work experience; Degree must be from a regionally accredited college or university
• 5-7 years talent management experience with specific experience in culture, change management, succession planning, performance management and organizational effectiveness
• Experience designing and instituting talent management processes
• Experience leading organization design and organization effectiveness consulting
• Experience designing and leading end to end program management and large-scale change management efforts across multiple functions
• Experience prioritizing needs with reason and solutions across multiple teams
• Experience identifying gaps and improving processes and programs
• Ability to work well with others; encourages others to build strong working relationships.
• Strong work ethic, flexible, dependable, positive can-do attitude, and team motivator. Ability to focus and deliver tangible results.

Preferred Qualifications

• Master's degree or higher in HR, I/O Psychology, Leadership or MBA; Degree must be from a regionally accredited college or university
• Management Consulting Experience with focus on human capital consulting (EY, KPMG, Deloitte, BCG, McKinsey)
• Proven experience in organization development including designing and creating, programs in a professional, higher education or corporate environment
• Experience measuring the effectiveness of programs delivered
• Experience with and consideration for AI and the implications of how AI is changing the nature of work, positions and organizational structures
• Experience with faculty, academia and dual governance in higher education
• Executive Presence

Closing Date

Open Until Filled
Yes

Special Instructions to Applicants

Employment in this role may be contingent upon extramural funding and successful performance and may be terminated or reduced in percentage of appointment if such funding is not secured or ceases to be available.

Quick Link
https://careers.msm.edu/postings/24520

Job Duties

Description of Job Duty

Transform our talent management strategy and framework with the ever-changing needs of our institution.

Design workforce planning strategy to include identification of critical roles, talent planning, retirement planning for key faculty and leaders to ensure smooth transitions, and succession planning needs for units or departments; translate into staffing or talent mobility efforts.

Build scalable talent assessment and development practices, including succession planning processes.

Develop internal talent and mobility processes. Tie succession planning to development actions.

Develop HR leaders and business leaders understanding of key organizational design concepts (ie., broad spans of leadership).

Design organizational structures and operating models in line with the departments' strategies.

Leverage data and analytics to provide insights into organizational design opportunities.

Understands the strategy of the institution and helps leaders align and execute on future organization and management models.

Partner with business leaders to drive optimal ways to set up reporting and team structures.