GM HR/OD

The position will focus on succession planning, leadership and team development, coaching, assessment, employee engagement and the use of the appropriate talent management, team and leadership tools and practices to lead leaders, teams and organization to drive performance excellence.

Primary Duties & Responsibility:

Talent Management & OD:

- The individual will handle & manage

- Performance Management

- People capability building

- Succession planning

- Organization design

- EVP

- Campus Hiring strategy

- R&R frame work

- Hipo frame work

- L&D Strategy

- Carrier development strategy

- Talent engagement & employee pulse

- HR Automation

- Manages the Organization's Talent, Leadership and Team Planning Processes

- Works collaboratively with the organization (site/functional) leadership team and HR team to develop a healthy leadership pipeline for the organization (site or function).

- Leads the implementation of all talent, leadership and team planning processes, policies and procedures at the site or within the function which includes but is not limited to: succession planning, leadership selection and assessment, leadership development planning and the site's annual organizational development readiness plan.

- Actively engages, coaches and educates leaders and HR partners in the team effectiveness process including assessments, design and developing leadership off-sites, team make-up and observations/feedback on team effectiveness competencies.

- Builds, coaches and facilitates effective teams through the effective use of tools, team building activities, development activities and supporting the leaders in creating an engaged environment.

- Acts as the organization's (site/functional) learning organization conscience by advocating practices that improve team effectiveness, systems thinking, personal mastery, employee engagement and continuous improvement.

- Manages the Individual Development of Leaders at the Site/Function

- Champions the individual development of focused managers, supervisors and emerging leaders at the site/function.

- Leads the individual development planning processes for organization (site/functional managers) (i.e., front line supervisors, mid-managers and key site leaders).

- Responsible for active involvement in FLS continuing training program specifically around leadership development and employee engagement.

- Positions new (and developing) leaders for success by guiding the leader integration process (i.e., developing a 100 day plan and conducting leader integration sessions with teams).

- Educates senior leaders on individual development best practices and facilitates the overall implementation of career mapping of high potentials, emerging leaders and managers included as successors the site's succession plans.

- Provides TMOD Guidance and Advice

- Acts as the organization's (site/function) TMOD consultant by guiding the planning and implementation of practices that nurture the development of a continuous improvement organizational climate.

- Works with the organization's (site and/or functional) leaders to develop organizational strategies that improve site or functional climate and business goals. This may include planning and developing site or functional change management plans, post-survey analysis and action plans (i.e. external and internal surveys), and senior leadership team development (i.e., offsite development programming) that supports the site/functions focus mission, vision and focus areas.

- Directly Supports Leadership Development Programming

- Acts in support of the Generation Leadership Development Programs by presenting, facilitating, and/or developing content or support materials for specified programs.

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