Head - Organizational Development

Role Summary:

Owner of the development and operational delivery of the organisation's Leadership and Organisational Development strategy through a team of Leadership and Organisational/ Learning and Development team, specialists and business unit specific HR Business Partners

Responsibilities:

1. Working alongside the Director of People to diagnose, build and implement organisational capability, culture, leadership and management development, talent management and employee engagement initiatives and long term strategies for Executive groups in line with business strategy.

2. Researching issues and developing policies practices, programs and solutions to resolve strategic organisational culture and engagement issues.

3. Providing interpretation and counsel regarding best practices and data gathered in the organisational culture, leadership development, and talent management and employee engagement arenas.

4. Managing all professional development activity including the build and delivery of internally delivered leadership and management development programs and curricular.

5. Liaising and collaborating with leaders in the broader People team to ensure alignment between HR People groups and build organisationally appropriate and strategically aligned solutions.

6. Act as the primary Leadership and Organisational Development contact for Senior Leaders and Executives in the organisation.

7. Lead wellbeing initiatives across organisation.

8. Comply with all role specific SHEQ obligations

Key Competencies / Skills:

1. Typically, 10+ Years' experience in L&D or/and OD in a corporate environment.

2. Building networks and strong relationships both inside and outside the organisation to determine outcomes, content and provide advice.

3. Excellent online and face to face facilitation of programs and workshops

4. Design and implanted programs using a variety of delivery methods (e-learning, class room, self-directed etc.)

5. Experience in learning analyses (e.g. Training Needs analysis, skills analysis, task analysis).

6. Extensive experience in career and competency management external and internal

7. Management projects

8. Managed change in organisation using Prosci

9. Experience in formal leadership role

10. Built and managed a high performing team including virtual and remote

11. Sustained and enhanced client relationships

12. Implemented a budget process

13. Managed change in an organisation

14. Experienced coach in performance and wellbeing

15. Extensive experience in management of building talent frameworks such as talent reviews, succession planning and career progression.

16. Developed external and internal networks across business groups and regions.

17. Strong communication skills and project management experience