organizational development director

Robert Half

<div>
 We are looking for an experienced and strategic HR Director to oversee all aspects of human resources within a dynamic manufacturing environment. This role is pivotal in driving talent acquisition, employee development, organizational culture, and compliance to align HR initiatives with overall business objectives. The ideal candidate will bring exceptional leadership skills, a deep knowledge of HR principles, and the ability to foster a positive and inclusive workplace.
 <br/>
 <br/>
 Responsibilities:
 <br/>
 &bull; Develop and execute comprehensive HR strategies that align with organizational goals and support business growth.
 <br/>
 &bull; Lead the recruitment, onboarding, and retention processes to attract and retain top talent.
 <br/>
 &bull; Design and oversee employee training programs and performance management initiatives to enhance workforce capabilities.
 <br/>
 &bull; Champion a positive and inclusive organizational culture that promotes diversity and collaboration.
 <br/>
 &bull; Ensure compliance with employment laws and regulations while maintaining HR best practices.
 <br/>
 &bull; Collaborate with senior leadership to drive workforce planning, succession planning, and organizational development.
 <br/>
 &bull; Utilize HR metrics and analytics to guide decision-making and improve HR processes.
 <br/>
 &bull; Mentor and lead the HR team, fostering growth and team performance.
 <br/>
 &bull; Manage the HR budget, employee relations, and diversity initiatives to support organizational objectives.
 <br/>
 &bull; Develop and implement compensation, benefits, and engagement strategies to support employee satisfaction.
 <br/>
 &bull; Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; Master&rsquo;s degree preferred.
 <br/>
 &bull; Minimum of 8&ndash;10 years of progressive HR experience, including leadership roles.
 <br/>
 &bull; HR certification (e.g., SHRM, PHR) is highly desirable.
 <br/>
 &bull; Strong knowledge of HR principles, employment laws, and organizational development.
 <br/>
 &bull; Proficiency in HR software and systems, including performance management tools.
 <br/>
 &bull; Exceptional communication, interpersonal, and problem-solving skills.
 <br/>
 &bull; Demonstrated ability to lead diverse teams and drive organizational change.
 <br/>
 &bull; Experience in handling confidential information with a high degree of attention to detail.
 <br/>
 TalentMatch
 <sup>
  &reg;
 </sup>
 <br/>
 <br/>
 <p>
  &shy;Robert Half is the world&rsquo;s first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
 </p>
 <br/>
 <br/>
 <p>
  Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app and get 1-tap apply, notifications of AI-matched jobs, and much more.
 </p>
 <br/>
 <br/>
 <p>
  Robert Half will consider for employment qualified applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.
 </p>
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 <p>
  &copy; 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking &ldquo;Apply Now,&rdquo; you&rsquo;re agreeing to Robert Half&rsquo;s Terms of Use.
 </p>
</div>


HR Director

Human Resources Director

QStaffers

<div>
 <p>
  <strong>
   QStaffers
  </strong>
  is currently hiring a
  <strong>
   People &amp; Culture Director
  </strong>
  for one of our partners, a leader in the events and advertising services.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Job Purpose:
  </strong>
 </p>
 <p>
  The P&amp;C Director leads all human resources and people functions, from organizational planning and performance management to culture development,Talent Acquisition &amp; Employer Branding strategy. This is a strategic role designed to build a high-performing, people-first environment that supports the company's creative and commercial growth.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Responsibilities:
  </strong>
 </p>
 <ul>
  <li>
   <strong>
    HR Strategy
   </strong>
   : Develop and implement a comprehensive HR strategy that aligns with the company&rsquo;s organizational objectives, culture, and long-term growth plans.
  </li>
  <li>
   Organizational Development &amp; HC Planning: Define company structure, roles, and reporting lines
  </li>
  <li>
   <strong>
    Performance Management
   </strong>
   : Establish and lead the implementation of a strategic performance management system utilizing KPIs and OKRs to foster a results-driven culture and ensure alignment between individual objectives and the company&rsquo;s business priorities.
  </li>
  <li>
   <strong>
    Leaders Coaching
   </strong>
   : Provide coaching and guidance to team leaders on delivering constructive feedback, conducting performance evaluations, and fostering employee growth and development.
  </li>
  <li>
   <strong>
    Employer Branding &amp; Engagement
   </strong>
   : Drive initiatives to deliver a seamless and engaging candidate experience, enhance the company&rsquo;s employer brand in the market, and build strategic partnerships with universities and external stakeholders to support talent acquisition and brand visibility.
  </li>
  <li>
   <strong>
    Talent Acquisition Strategy
   </strong>
   : Develop and lead the overall talent acquisition strategy to attract, engage, and retain top talent aligned with the company&rsquo;s culture and business objectives.
  </li>
  <li>
   <strong>
    Team Management
   </strong>
   : Oversee and guide the HR team in delivering excellence across all HR functions, including recruitment, performance management, employee engagement, and learning &amp; development.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Requirements:
  </strong>
 </p>
 <ul>
  <li>
   Previous agency experience or background is a must.
  </li>
 </ul>
 <p>
 </p>
</div>


People & Culture Director

Crunch Fitness

Full Time &bull; Hybrid - US
<br><div><div><div><b>Benefits:</b></div>
<ul><li>Competitive salary</li>
<li>Dental insurance</li>
<li>Health insurance</li>
<li>Paid time off</li>
</ul></div><div><div><b>Job Description: Training &amp; Development Director</b><br>
</div><div>Leading Organizational Growth Through Strategic Learning Solutions<br>
</div><div><b>Position Overview</b></div><div>
The Training &amp; Development Director is a senior leadership role responsible for designing, implementing, and managing comprehensive employee learning and development strategies. This position plays a critical part in enhancing organizational performance, fostering a culture of continuous improvement, and supporting business objectives through effective training programs.<br>
</div><div>
<br>
<b>Key Responsibilities</b><br>
</div><ul><li>Develop and execute a strategic vision for training and development that aligns with organizational goals and objectives.</li>
<li>Assess current and future training needs by collaborating with management, HR, and department leaders.</li>
<li>Design, deliver, and evaluate training programs, workshops, and e-learning solutions for employees at all levels.</li>
<li>Oversee the creation and maintenance of educational materials, curricula, and assessment tools.</li>
<li>Manage the training budget, vendor relationships, and resource allocation to maximize program effectiveness and efficiency.</li>
<li>Lead, mentor, and develop a high-performing training team, fostering professional growth and innovation.</li>
<li>Measure and report on the impact of training initiatives using key performance indicators, feedback, and ROI analysis.</li>
<li>Stay current with industry trends, best practices, and new technologies to continuously improve learning solutions.</li>
<li>Ensure compliance with all regulatory requirements related to employee training and certifications.</li>
<li>Promote a culture of diversity, equity, and inclusion within all training and development activities.</li>
</ul><div>
<br>
<b>Qualifications</b><br>
</div><ul><li>Bachelor&rsquo;s degree in Human Resources, Education, Business Administration, or a related field (Master&rsquo;s preferred).</li>
<li>Extensive experience (typically 7+ years) in training, talent development, or organizational learning, with at least 3 years in a leadership role.</li>
<li>Strong knowledge of adult learning principles, instructional design, and training delivery methods.</li>
<li>Excellent communication, presentation, and interpersonal skills.</li>
<li> Proven ability to lead and inspire teams, manage projects, and drive results in a fast-paced environment.</li>
<li>Experience with learning management systems (LMS), e-learning platforms, and training technologies.</li>
<li>Analytical skills to assess training effectiveness and organizational impact.</li>
<li>Certification in training, development, or related fields (e.g., CPTD, SHRM-SCP) is a plus.</li>
</ul><div>
<br>
<b>Core Competencies</b>
</div><ul><li>Strategic Thinking &amp; Vision</li>
<li>Leadership &amp; Team Building</li>
<li>Project Management</li>
<li>Change Management</li>
<li>Communication &amp; Influence</li>
<li>Innovation &amp; Continuous Improvement</li>
<li>Cultural Competency</li></ul><div><br>
</div><div>
<b>Compensation &amp; Benefits</b><br>
</div><div>Compensation is competitive and commensurate with experience.</div>
</div>
<p>Flexible work from home options available.</p>
<div>Compensation: $80,000.00 - $100,000.00 per year</div></div><div></div>

Director of Training & Development

Confidential

<div>
 <p>
  <strong>
   Job Purpose
  </strong>
 </p>
 <p>
  The Talent Management Director will be responsible to lead the development and implementation of Human Capital business objectives and initiatives in the HC functional areas of talent management in order to maintain the organization's positioning as an employer of choice and contribute to creating an organizational climate that attracts, motivates, develops, and retains top talent.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Key Result Areas
  </strong>
 </p>
 <ul>
  <li>
   Lead initiatives and programs in the functional HC areas of talent management (learning and development, national development, employee performance management) and organizational effectiveness (talent analytics, change management, etc.) to support organization's business objectives.
  </li>
  <li>
   Develop a talent management strategy that articulates the workforce capabilities, skills and competencies required to ensure a sustainable, effective, and successful organization with assigned resources.
  </li>
  <li>
   Lead the planning, development and implementation of talent management programs and initiatives to:
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <ol>
  <li>
   Identify candidates with high potential and support their professional development.
  </li>
  <li>
   Enable succession planning.
  </li>
  <li>
   Provide leadership mentoring programs, customized development courses, and opportunities for project-based learning.
  </li>
  <li>
   Assess, engage, and develop National talent.
  </li>
  <li>
   Ensure a culture of high engagement, motivation, and performance.
  </li>
  <li>
   Establish and implement networking &amp; collaboration tools.
  </li>
  <li>
   Identify and utilize existing organization expertise to build professional capacity.
  </li>
 </ol>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Direct a deliberately planned, organization-wide effort to increase the organizational effectiveness and efficiency, with the purpose of enabling the organization to achieve its mission and vision.
  </li>
  <li>
   Align organization with the rapidly changing and complex environment through organizational learning, knowledge management and transformation of organizational norms and values.
  </li>
  <li>
   Review diagnostics in respect of organizational climate which includes attitudes and beliefs that influence collective behavior, organizational culture (the deeply-seated norms, values and behaviors that staff share) and work with other staff functions and operating divisions to define and attain target culture.
  </li>
  <li>
   Apply knowledge in organizational assessment to designing, developing, implementing and evaluating change management programs and organizational problem solving.
  </li>
  <li>
   Develop change framework and practices to enable more effective execution of business initiatives and benefit realization; support the design and delivery of change management initiatives to ensure realization of business goals and priorities.
  </li>
  <li>
   Drive company change culture in addressing operational effectiveness and employee experience through implementation of internal and external best practices and insights.
  </li>
  <li>
   Provide project management for the change component of organization-wide projects/initiatives as required, facilitating team efforts and helping to define project goals, timelines, resource requirements and planning to cope with conflict or stressor points in the plans.
  </li>
  <li>
   Influence and support changes in organizational behavior.
  </li>
  <li>
   Coordinate with Corporate Communications on Employee Experience / Engagement strategy, plan development and execution, weaving feedback and insights to challenge and improve organization effectiveness and ability to implement and sustain change.
  </li>
  <li>
   Serve as an &ldquo;agent of change&rdquo; in support of new ways of working and models teamwork and relationship building in all interactions; develop implementation strategies for stakeholder engagement, resistance management, coaching, training, accountability and rewards to reinforce adoption of said changes.
  </li>
  <li>
   Develop strategic partnerships, service level agreements, communication and change management plans, automation initiatives, etc. to support effective and efficient business operations.
  </li>
  <li>
   Direct the development and implementation of HC procedures in the assigned functional areas.
  </li>
  <li>
   Collaborate on the development of annual HC budget; monitor expenditures throughout the year to ensure adherence to the budget.
  </li>
  <li>
   Set annual and long-term (3-5 year) objectives for the talent management Department and develop comprehensive performance management and reporting.
  </li>
  <li>
   Provide direction, advice and counsel to Executive Leadership, Division Presidents / Chiefs, and employees on talent management matters.
  </li>
  <li>
   Ensure that talent management services provided to internal stakeholders meet organization's quality standards, follow approved policies &amp; procedures, and are delivered per agreed service levels.
  </li>
  <li>
   Monitor implementation of any changes, e.g., improved work methods and procedures, to ensure that changes are implemented as planned and that the effects of the changes are overall positive.
  </li>
  <li>
   Oversee the administration of HC systems to ensure that any approved organizational and employee changes are promptly implemented.
  </li>
  <li>
   Benchmark HC strategies and activities with similar organizations to ensure alignment with best practices and market competitiveness.
  </li>
  <li>
   Formulate strategies to publicize HC innovations and other achievements and build the reputation of the organization.
  </li>
  <li>
   Promote a high-performance, meritocracy-driven, and engaging culture in which high potential talent is developed and rewarded.
  </li>
  <li>
   Monitor the training and career development of Qatari National employees to ensure that their professional development needs are met.
  </li>
  <li>
   Collaborate on development and implementation of an HC audit mechanism to ensure the quality and integrity of HC services.
  </li>
  <li>
   Take responsibility for continuity of key operations and for managing risks applicable to area of responsibility.
  </li>
  <li>
   Ensure risk management and business continuity management requirements and processes are embedded within the department&rsquo;s activities to support the achievement of objectives.
  </li>
  <li>
   Other reasonable tasks as assigned by supervisor.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Qualifications
  </strong>
 </p>
 <ul>
  <li>
   Master&rsquo;s degree in a relevant field &amp; 8 years of relevant full-time work experience, 5 of which at a senior supervisory level.
  </li>
  <li>
   HR accreditation e.g., CIPD, SHRM highly preferred.
  </li>
  <li>
   Experience in talent management and organizational effectiveness, preferably in a large multinational organization.
  </li>
  <li>
   In-depth understanding of HC best practices and employee and job market trends.
  </li>
  <li>
   Awareness of the theories, concepts and practices of organizational development.
  </li>
  <li>
   Knowledge of the methods and procedures used in developing and implementing talent management and organizational effectiveness programs.
  </li>
  <li>
   Excellent leadership skills, with the ability to influence people, negotiate with senior executives and build strong work relationships and external partnerships.
  </li>
  <li>
   Excellent writing skills with the ability to draft and edit a variety of written reports and communications and to articulate ideas clearly and concisely; Arabic proficiency is an advantage.
  </li>
  <li>
   Proficiency in MS Office applications.
  </li>
 </ul>
</div>


Talent Management Director

Payroc

<div><div><b>Title
</b>
<br>
<br>
Director, Learning &amp; Organizational Development<br>
<br>
Marketing<br>
<br>
<b>Reports to
</b>
<br>
<br>
SVP, Marketing</div><div>
</div>
<div><p><b>Position Overview
</b></p><p>As Director of Learning &amp; Organizational Development, you will lead the strategic vision, design, and execution of enterprise-wide learning initiatives at Payroc. This high-impact leadership role is responsible for shaping a learning culture that enables individual, team, and organizational success in a dynamic payment and fintech environment.<br>
<br>
</p><p>You will oversee a team of L&amp;D professionals and partner with senior leaders across Compliance, Sales, Product, Marketing, Technology, Operations, and HR to build scalable and integrated learning strategies that address both foundational and future skills. You will play a pivotal role in advancing leadership development, onboarding, compliance readiness, technical training, and employee enablement across Payroc&rsquo;s global ecosystem.<br>
<br>
</p><p>Your influence will extend beyond traditional training delivery&mdash;bringing learning into the flow of work, integrating with business systems, and tying learning directly to performance, retention, and operational outcomes.
</p></div><div><p><b>Duties and Responsibilities
</b></p><ul><li>Strategic Learning &amp; Organizational Development<ul><li>
Architect and drive Payroc&rsquo;s enterprise L&amp;D strategy aligned with business growth, cultural priorities, and future workforce needs.
</li><li>Lead cross-functional needs assessments and define multi-level learning roadmaps for employees, people leaders, and external-facing roles (agents, partners).
</li><li>Serve as a trusted advisor to senior executives, aligning learning initiatives with company strategy, digital transformation, and organizational change.
</li></ul></li><li>Team Leadership &amp; Capability Building<ul><li>
Lead and develop a team of L&amp;D professionals, instructional designers, and facilitators, fostering continuous growth and accountability.
</li><li>Champion a high-performance culture within the L&amp;D function, ensuring delivery of best-in-class learning experiences.
</li><li>Build a learning governance model, including knowledge management, content curation, internal SMEs, and vendor partnerships.
</li></ul></li><li>Program Development &amp; Delivery<ul><li>
Oversee the development of modern, blended learning solutions&mdash;including experiential learning, mentorship, cohort programs, and leadership academies.
</li><li>Ensure the integration of L&amp;D technologies (e.g., TalentLMS, Confluence, WorkRamp, Docebo, Cornerstone) into day-to-day workflows and career development.
</li><li>Create a scalable content ecosystem for product, compliance, sales enablement, and functional training needs.
</li></ul></li><li>Impact Measurement &amp; Continuous Improvement<ul><li>
Establish L&amp;D success metrics and dashboards to track participation, application, skill growth, and business outcomes.
</li><li>Monitor and analyze learner feedback, business KPIs, and adoption rates to continuously iterate on programs and demonstrate ROI.
</li><li>Lead quarterly impact reviews with department heads to align priorities and report on progress.
</li></ul></li><li>Change Enablement &amp; Culture Building<ul><li>
Embed learning into business transformation efforts, including new product rollouts.
</li><li>Promote a growth mindset by equipping leaders and employees with the tools and frameworks to learn and evolve continuously.
</li><li>Serve as a key leader in Payroc&rsquo;s employee experience &mdash;enhancing engagement, retention, and internal mobility.
</li></ul></li></ul><div><p><b>Qualifications<br>
</b><br>
</p><ul><li>Required<ul><li>
10+ years of progressive experience in Learning &amp; Development, with at least 3 years in a leadership role managing teams.
</li><li>Demonstrated success building enterprise L&amp;D strategies tied to business transformation in high-growth tech, fintech, or payments companies.
</li><li>Strong ability to influence and collaborate with senior leaders across diverse functions.
</li><li>Expertise in instructional design, adult learning theory, and blended learning methodologies.
</li><li>Deep experience operationalizing learning in systems and embedding it in the flow of work.
</li><li>Superior communication, facilitation, and storytelling skills&mdash;able to drive cultural change and executive buy-in.
</li><li>Business acumen and a track record of aligning learning to performance and retention outcomes.
</li></ul></li><li>Preferred<ul><li>
Previous experience with the 70/20/10 learning model.
</li><li>Experience in the payments processing or merchant acquiring industry.
</li><li>Certifications in Instructional Design, Leadership Coaching, or Organizational Development.
</li><li>Familiarity with digital learning platforms and tools (e.g., TalentLMS, WorkRamp, Cornerstone, Rise, Articulate, or WalkMe).
</li></ul></li></ul><p><b>Working Conditions
</b></p><ul><li>Flexibility to work in an office, remotely or in a hybrid environment.
</li><li>Occasionally travel annually to support leadership programs or department training initiatives.
</li><li>Frequent collaboration with internal teams, external vendors, and strategic partners
</li><li>Ergonomic workstation support and technology tools provided.
</li></ul><div><p><b>Travel Component
</b></p><ul><li>&lt; 10%
</li></ul><p><b>Job Classification
</b></p><ul><li>Exempt
</li></ul><div><p>At Payroc we are committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions are based on business needs, job requirements and individuals&rsquo; qualifications without regard to race, color, religion, national social or ethnic origin, sex, age, physical, mental, or sensory disability, sexual orientation or any other status protected by the laws regulation in the location we operate. Payroc does not tolerate discrimination or harassment based on any of these characteristics.
</p><p>Payroc is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation, contact Human Resources Department at HR@payroc.com<br>
<br>
</p><p>Compensation &amp; Benefits</p><p>
Actual compensation may vary based on a number of factors, including location, job-related knowledge, skills, and experience. Depending on the position offered, additional forms of compensation &ndash; such as bonuses, incentives, or equity &ndash; may be included as part of the total compensation package. We also offer a comprehensive range of benefits, which may include medical, financial, and other wellbeing support, to help you personally and professionally.
</p><p>Note to Agencies:</p><p>
Payroc does not accept resume submissions from agencies outside of existing agreements. Please do not send unsolicited resumes to Payroc HR or to Payroc employees. Payroc is not responsible for any fees associated with unsolicited resume submissions.</p></div></div></div></div></div>

Director, Learning & Organizational Development

Advance Auto Parts

<div><h2 class="jobSectionHeader"><b>Job Description</b></h2><p>
As an HR leader, the Director of Organizational Development is responsible for enterprise-wide strategies to enhance leadership develop across all levels of the organization (including Executive), supports the launch and sustainability of the cultural framework, and owns all parts of the talent development process (succession planning, performance management, and recognition). 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.</p><p></p><p>
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.</p><p></p><p><b>
Essential Duties and Responsibilities</b><b> include the following, other duties may be assigned:
</b></p><ul><li><p>Collaboration with the team, HR Business Partners and Business</p></li><li><p>
Leaders to develop OD programs that Grow Talent, delivering on the promise of simple, tech-enabled, and equitability.Leadership Programs. Drive curriculum development and deployment over time, with an eye towards scalability, audience appropriateness, and timelessness. Owns development across the organization, including individual contributors up to bi-annual executive meeting agendas.</p></li><li><p>
Cultural Beliefs. Own Cultural Beliefs and Cultural Framework by activating all programs leveraging the Team Member Experience framework (Inspire, Serve, Grow) as the output of experiencing the culture. Ensures the successful launch, sustainment and embedding into all things Advance.</p></li><li><p>
Performance and Talent Management. Execute well-orchestrated, repeatable 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.</p></li><li><p>
Strategic Build. Achieve the 3-year roadmap for the continuous improvement 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.</p></li><li><p>
Change Management. Deliver exceptional change management for all programs and projects to facilitate understanding and adoption.</p></li><li><p>
Org Design. 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.</p></li><li><p>
Frontline Support. Explore ways to achieve true career mobility for our hourly frontline workers.</p></li><li><p>
DEI. Lead all initiatives with a DEI lens, partnering with the DEI team on priorities.</p></li></ul><p><b>
Qualifications:
</b></p><p>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.
</p><ul><li><p>Unyielding passion and drive for development and learning.</p></li><li><p>
Deep expertise in organizational development theories and methods with a proven track record of successful implementation and sustainable design.</p></li><li><p>
Ability to influence, without authority, across various levels within an organization, including influencing the C-Suite to support our talent goals.</p></li><li><p>
Ability to work well, both independently and in collaboration with multiple partners, including collaborative development and leveraging of networks to accomplish objectives.</p></li><li><p>
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.</p></li><li><p>
Excellent project management skills, ability to multi-task and work to deadlines in a fast-paced environment. Ability to properly track and show progress.</p></li><li><p>
Ability to listen effectively and express thoughts and opinions clearly and concisely. Ability to debate difficult concepts.</p></li><li><p>
Commands a strong presence with a flexible, clear and compelling communication style that carries weight with diverse audiences inside and outside the organization.</p></li><li><p>
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.</p></li><li><p>
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</p></li><li><p>
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.</p></li></ul><p></p><p><b>
Education and Experience Requirements:</b></p><ul><li><p>
Bachelor Degree and 8+ year&rsquo;s progressive experience in Human Resources, with 4+ years of experience in organizational design and development in any capacity.</p></li><li><p>
Experience working in a Fortune 500, or other highly-matrixed, organization preferred</p></li><li><p>
Workday experience highly desirable</p></li><li><p>
Experience with partnering with IT on technical application deployments highly desirable.</p></li></ul><p></p><p><b>
Supervisory Responsibilities</b></p><ul><li><p>
This position will have one direct report.</p></li></ul><p></p><p><b>
California</b><b> Residents click below for Privacy Notice:</b></p><div><div><div><div><div><div><h1 class="jobSectionHeader"><b>
https://jobs.advanceautoparts.com/us/en/disclosures</b></h1></div></div></div></div></div></div></div>

Director, Organizational Development

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