Job Description

As an HR leader, the Director of Organizational Development leads enterprise-wide strategies to enhance organizational effectiveness, culture, and talent development. This role partners with senior leadership to design and implement initiatives that drive performance, employee engagement, and change readiness across the organization of 4,000+ retail locations and 50,000+ team members.

This position is Hybrid (4 days in office, 1 day remote), based at our corporate headquarters in Raleigh, North Carolina. Flexibility for occasional travel may be required.

Essential Duties and Responsibilities include the following, other duties may be assigned:

• Collaboration with the team, HR Business Partners and Business Leaders to develop OD programs that Grow Talent, delivering on the promise of simple, tech-enabled, and equitability.

• Partner with training leaders to regularly leverage video, instructional design, and the learning management system.

• Works with IT and the HRIS team to drive tech-enablement of all programs and processes, wherever feasible.

• Drive curriculum development and deployment of leadership programs over time, with an eye towards scalability, audience appropriateness, and timelessness.

• Own Cultural Beliefs and Cultural Framework by activating all programs leveraging the Team Member Experience framework (Care, Speed, Purpose) as the output of experiencing the culture.

• Achieve the 3-year roadmap for the continuous listening strategy, including tech deployment, change management, and KPI achievement. This includes managing the ongoing TM engagement and manager effectiveness measures, with reporting to our Executive Committee.

• Deliver exceptional change management for all programs and projects to facilitate understanding and adoption.

• Develop an organizational design process and protocol for the organization by working with HR Business Partners to deploy and develop organization designs that deliver the goals of the business while sustaining current productivity goals.

• Explore ways to achieve true career mobility for our hourly frontline workers and support them through their career development.

• Lead all initiatives with a DEI lens, partnering with the DEI team on priorities.

• Execute well-orchestrated, repeatable Performance and Talent Management processes, including talent planning, succession planning, performance reviews, Top Talent management, slating, risk and retention analysis and support, etc., injecting process improvements over time and at the rate the business can consume them.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Unyielding passion and drive for development and learning.

• Deep expertise in organizational development theories and methods with a proven track record of successful implementation and sustainable design.

• Ability to influence, without authority, across various levels within an organization, including influencing the C-Suite to support our talent goals.

• Ability to work well, both independently and in collaboration with multiple partners, including collaborative development and leveraging of networks to accomplish objectives.

• Exceptional verbal and written communication skills with an ability to adjust one's style to meet the audience's needs, with an eye for clear, concise, and consistent communications.

• Excellent project management skills, ability to multi-task and work to deadlines in a fast-paced environment. Ability to properly track and show progress.

• Ability to listen effectively and express thoughts and opinions clearly and concisely. Ability to debate difficult concepts.

• Commands a strong presence with a flexible, clear and compelling communication style that carries weight with diverse audiences inside and outside the organization.

• Ability to adapt to new technologies, manage a multi-generational workforce and work with varied cultures and business structures while identifying areas of commonality for shared processes, talent development and people-related policies.

• Ability to translate data (I+D metrics, performance curves, statistical analyses and talent distributions) into impactful insights that drive solutions to complex problems across the organization

• Participates in professional networks and/or stay up to date on current research to ensure awareness of social, economic, and regulatory trends that may affect the business and future talent strategies.

Education and Experience Requirements:

• Bachelor Degree and 8+ year’s progressive experience in Human Resources, with 4+ years of experience in organizational design and development in any capacity.

• Experience working in a Fortune 500, or other highly-matrixed, organization preferred

• Workday experience highly desirable

• Experience with partnering with IT on technical application deployments highly desirable.

Supervisory Responsibilities

• This position will have one direct report.

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