organizational development leader

Halan - حالا

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   Job Summary
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   As a key leader within the People &amp; Culture, the Head of Talent Management is responsible for building and executing talent strategies that support the MNT-Halan&rsquo;s strategic priorities, regulatory expectations, and risk-aware culture. This role leads core areas such as organizational development (OD), performance management, succession and retention planning, competency frameworks, and role clarity. The successful candidate will play a critical role in shaping a high-performing, future-ready workforce in alignment with the our mission and values.
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   Key Responsibilities
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   1. Organizational Development (OD)
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   &bull; Lead organizational development initiatives that drive cultural alignment, business transformation, and employee engagement within a regulated financial environment.
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   &bull; Advise leadership on organizational design, capability building, and change
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   readiness to support agile banking operations.
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   2. Job Description Management
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   &bull; Oversee the development and maintenance of a centralized, auditable job description database in alignment with internal governance and regulatory compliance.
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   &bull; Ensure consistency in role definitions across the organization to support internal mobility, audits, compensation benchmarking, and operational clarity.
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   3. Performance Management Framework
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   &bull; Design and execute a performance management cycle that supports a culture of accountability, continuous feedback, and regulatory alignment.
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   &bull; Implement key performance indicators (KPIs) and behavior-based assessments to evaluate and reward performance effectively.
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   &bull; Equip leaders with tools and frameworks to have impactful performance and development conversations.
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   4. Competency Frameworks &amp; Role-Based Capabilities
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   &bull; Develop and implement comprehensive technical and behavioral competency models tailored to key banking functions (e.g., risk, compliance, digital banking, treasury, branch operations).
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   &bull; Integrate competencies with performance reviews, promotions, L&amp;D, and succession planning frameworks.
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   5. Succession Planning
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   &bull; Lead enterprise-wide succession planning to ensure leadership continuity in mission-critical roles.
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   &bull; Partner with business units to identify high-potential talent and develop individualized development plans.
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   &bull; Ensure plans align with regulatory and internal governance expectations (e.g., key person risk).
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   6. Retention &amp; Talent Risk Planning
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   &bull; Develop data-driven retention strategies focused on top performers, high potentials, and critical roles in high-demand fintech segments.
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   &bull; Monitor internal talent risk indicators and provide early interventions for at-risk populations.
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   7. Talent Analytics &amp; Reporting
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   &bull; Leverage workforce data and talent analytics to inform decisions, track progress on strategic talent initiatives, and report to senior leadership and board committees.
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   &bull; Ensure alignment with financial services regulatory reporting standards where applicable.
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   8. Leadership &amp; Collaboration
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   &bull; Collaborate with HR Business Partners, Learning &amp; Development, and Recruitment to integrate talent management strategies across the employee lifecycle.
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   &bull; Act as a strategic advisor to the CHRO and executive team on talent issues that impact business performance and regulatory reputation.
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   Qualifications
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   &bull; Bachelor&rsquo;s degree in Human Resources, Organizational Development, Business Administration, or a related field (Master&rsquo;s or MBA preferred).
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   &bull; 10+ years of progressive HR or Talent Management experience, ideally within banking, financial services, or other regulated industries.
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   &bull; Proven experience developing performance management systems, succession frameworks, and OD programs.
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   &bull; Strong understanding of regulatory and governance frameworks affecting talent in the financial sector (e.g., FRA, CBE, internal audit requirements).
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   &bull; Proficiency in talent management platforms and HR analytics.
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   &bull; Exceptional communication, facilitation, and stakeholder engagement skills.
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Head of Talent Management

Priceline.com

<div></div><div><div>Our People &amp; Culture and Legal teams make sure we provide a highly ethical working environment where everyone at Priceline can bring their whole selves to work and deliver their very best each day. We want you to thrive &ndash; to feel safe, supported, valued, and growing to your highest potential!</div><div></div><div>
Why this job&rsquo;s a big deal:</div><div>
As the Director, People &amp; Culture (P&amp;C), you will play a key leadership role in shaping the employee experience and organizational effectiveness of our Mumbai office. You&rsquo;ll serve as both a trusted advisor and strategic partner to senior leaders, driving initiatives that strengthen performance, culture, and engagement.</div><div></div><div>
This role is perfect for a confident and proactive HR leader who thrives on building high-performing teams, improving processes, and championing an exceptional workplace culture.</div><div></div><div>
In this role you will get to:</div><div>
Strategic Partnerships</div><ul><li><div>
Serve as a strategic partner to the India Site Lead and other Mumbai leaders to shape organizational design, workforce planning, and team effectiveness.</div></li><li><div>
Collaborate closely with HRBPs and functional partners in North America to ensure Mumbai&rsquo;s needs and perspectives are represented in all global strategies.</div></li></ul><div>
Oversight of Mumbai P&amp;C</div><ul><li><div>
Oversee People &amp; Culture functions for the Mumbai site&mdash;including employee relations, organizational development, performance management, and compliance.</div></li><li><div>
Lead and develop the local P&amp;C team, providing guidance, coaching, and motivation to ensure operational excellence and alignment with global standards.</div></li><li><div>
Represent the P&amp;C function as a subject matter expert both for the Mumbai office and across all other offices.</div></li></ul><div>
Leadership and Site Support</div><ul><li><div>
Identify and improve communication across all global offices, ensuring the Mumbai perspective is well-represented and integrated into company-wide dialogue and decision-making.</div></li><li><div>
Act as a culture carrier for the Mumbai office, modeling Priceline&rsquo;s values and driving engagement, inclusivity, and belonging.</div></li><li><div>
Proactively identify and implement process improvements that enhance efficiency, employee experience, and organizational capability.</div></li><li><div>
Partner with leaders to enhance learning, development, and career growth opportunities for employees.</div></li><li><div>
Advocate for the Mumbai office, raising concerns and addressing challenges with a solutions-oriented mindset.</div></li></ul><div></div><div>
Who you are:</div><ul><li><div>
Bachelor&rsquo;s Degree in Business or related field; Masters of Organizational Development a plus</div></li><li><div>
15 years of related experience with exposure to all aspects of Human Resources</div></li><li><div>
8+ years experience as an HR Leader, with experience of leading teams</div></li><li><div>
A hands-on, practical, senior level business leader who understands how to drive organizational capability through people,</div></li><li><div>
Familiar with technology organizations in a product engineering environment, utilizing Agile methodology</div></li><li><div>
Strong organizational, project management, change management and excellent follow-through skills</div></li><li><div>
Strong leadership and analytical skills with a high level of creativity</div></li><li><div>
Demonstrated history of living the values important to Priceline: Customer, Innovation, Team, Accountability and Trust.</div></li><li><div>
The Right Results, the Right Way is not just a motto at Priceline; it&rsquo;s a way of life. It&rsquo;s therefore essential that you also meet our high standard of ethics, honesty, transparency and compliance.</div></li></ul><div></div><div>
Who we are</div><div>
WE ARE PRICELINE.</div><div></div><div>
Our success as one of the biggest players in online travel is all thanks to our incredible, dedicated team of talented employees. Priceliners are focused on being the best travel deal makers in the world, motivated by our passion to help everyone experience the moments that matter most in their lives. Whether it&rsquo;s a dream vacation, your cousin&rsquo;s graduation, or your best friend&rsquo;s wedding - we make travel affordable and accessible to our customers.</div><div></div><div>
Our culture is unique and inspiring (that&rsquo;s what our employees tell us). We&rsquo;re a grown-up, startup. We deliver the excitement of a new venture, without the struggles and chaos that can come with a business that hasn&rsquo;t stabilized.</div><div></div><div>
We&rsquo;re on the cutting edge of innovative technologies. We keep the customer at the center of all that we do. Our ability to meet their needs relies on the strength of a workforce as diverse as the customers we serve. We bring together employees from all walks of life and we are proud to provide the kind of inclusive environment that stimulates innovation, creativity and collaboration.</div><div></div><div>
Priceline is part of the Booking Holdings, Inc. (Nasdaq: BKNG) family of companies, a highly profitable global online travel company with a market capitalization of over $80 billion. Our sister companies include Booking.com, BookingGo, Agoda, Kayak and OpenTable.</div><div></div><div>
If you want to be part of something truly special, check us out!</div><div></div><div>
Flexible work at Priceline</div><div></div><div><div>
Priceline is following a hybrid working model, which includes two days onsite as determined by you and your manager (ideally selecting among Tuesday, Wednesday, or Thursday). On the remaining days, you can choose to be remote or in the office.</div></div><div></div><div><div><div>
Inclusion is a Big Deal !</div><div></div><div>
To be the best travel dealmakers in the world, we believe our team should reflect the broad range of customers and communities we serve. We are committed to cultivating a culture where all employees have the freedom to bring their individual perspectives, life experiences, and passion to work.</div><div></div><div>
Priceline is a proud equal opportunity employer. We embrace and celebrate the unique lenses through which our employees see the world. We&rsquo;d love for you to join us and help shape what makes our team extraordinary.</div></div></div><div></div><div>
Applying for this position</div><div>
We're excited that you are interested in a career with us. For all current employees, please use the internal portal to find jobs and apply.</div><div>
External candidates are required to have an account before applying.</div></div><div></div>

Director, People and Culture

Odyssey Systems Consulting Group

<div>Position Summary:
<div>
The <b>Executive Director, Human Capital Management (HCM)</b> serves as Odyssey&rsquo;s senior strategic leader and people champion, responsible for shaping and advancing a cohesive Human Capital strategy that integrates Human Resources, Talent Acquisition, and organizational development under one mission-driven vision. Anchored in Odyssey&rsquo;s core objectives&mdash;<b>Enhanced Employee Care, Exceptional Contract Performance, and Organizational Excellence</b>&mdash;this leader will cultivate a culture of care, commitment, ambition, and respect that scales across business groups, functions, and global locations.</div><div></div><div><br>
This position will oversee the transformation of traditional HR and Talent Acquisition operations into a unified, forward-looking Human Capital function that strengthens organizational capability, fosters workforce engagement, and drives measurable business outcomes.</div>
Responsibilities:
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Duties include, but not limited to:</div><div></div><div><b><br>
Strategic Leadership and Integration</b></div><ul><li>
Develop and execute a comprehensive Human Capital strategy that aligns with Odyssey&rsquo;s business goals, values, and long-term growth priorities.</li><li>
Lead the integration of Human Resources and Talent Acquisition into a cohesive Human Capital organization&mdash;strategically aligning talent attraction, engagement, development, and retention.</li><li>
Serve as a trusted advisor and thought partner to Executive Leadership Team (ELT) on human capital strategies including organizational design, change management, workforce planning, leadership development, and succession planning.</li><li>
Define and articulate the vision for a world-class Human Capital function that supports operational excellence, organizational agility, and workforce well-being.</li></ul><div><b>
Talent Acquisition and Workforce Strategy</b></div><ul><li>
Oversee the design and execution of a comprehensive Talent Acquisition strategy that supports Odyssey&rsquo;s growth, mission, and diversity objectives.</li><li>
Lead efforts in workforce planning, forecasting, and pipeline development, ensuring alignment between future skill needs and business priorities.</li><li>
Advance Odyssey&rsquo;s employer brand and candidate experience, leveraging data-driven insights to optimize recruiting performance and outcomes.</li><li>
Integrate TA systems (iCIMS) and analytics into the broader HCM technology ecosystem to enable efficiency, transparency, and measurable impact.</li><li>
Collaborate with business leaders to ensure equitable and inclusive hiring practices across all functions and levels.</li></ul><div><b>
Employee Experience and Organizational Culture</b></div><ul><li>
Champion a positive, inclusive, and high-performing culture that reflects Odyssey&rsquo;s values and enhances employee care.</li><li>
Lead initiatives that promote employee engagement, development, and well-being across all stages of the employee lifecycle.</li><li>
Oversee professional development, leadership training, and succession planning frameworks to cultivate future-ready leaders.</li><li>
Design and administer competitive total rewards programs&mdash;including executive compensation, merit planning, and benefits strategies&mdash;that attract and retain top talent.</li><li>
Partner with leadership to advance diversity, equity, inclusion, and belonging (DEIB) as a fundamental organizational pillar.</li></ul><div><b>
Organizational Capability and Performance Excellence</b></div><ul><li>
Build a world-class Human Capital function that drives measurable business value through strategic workforce design, leadership development, and organizational performance.</li><li>
Lead large-scale organizational change initiatives that strengthen adaptability, collaboration, and efficiency.</li><li>
Leverage HRIS (UKG) and related systems to enable data-driven decision-making, analytics, and operational excellence.</li><li>
Establish key metrics to assess organizational health, engagement, and performance; translate insights into actionable improvement plans.</li><li>
Promote cohesion across business groups through standardized processes, clear governance, and a strong partnership model between HR, TA, and operational leaders.</li></ul><br>
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Qualifications:
<div><b>
Citizenship: Must be a US citizen</b></div><div></div><div><b><i><br>
Minimum Required Qualifications</i></b></div><div></div><div><b><br>
Education:</b></div><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field required.</li><li>
Master&rsquo;s degree or MBA strongly preferred.</li></ul><div><b>
Years of Experience:</b></div><ul><li>
Extensive, progressive experience (typically 15+ years) in Human Capital, HR, or People leadership roles, including at least 10 years in senior or enterprise-level positions.</li></ul><div></div><div><b><i><br>
Technical Skills:</i></b></div><ul><li>
Demonstrated success leading and scaling integrated HR and Talent Acquisition functions in dynamic, fast-paced environments.</li><li>
Proven experience in change management, organizational design, and workforce transformation.</li><li>
Expertise in compensation strategy, benefits administration, and executive incentive design.</li><li>
Track record of implementing talent management, leadership development, and succession planning programs that build organizational capability.</li><li>
Experience with HR and recruiting technology platforms (e.g., UKG, iCIMS) and the use of analytics to guide strategy and measure results.</li><li>
Strong background in developing, mentoring, and empowering high-performing teams.</li></ul><div></div><div><b><i><br>
Interpersonal Skills:</i></b></div><ul><li>
Exceptional communication and stakeholder management skills with the ability to influence at all organizational levels.</li><li>
Strong business acumen and systems-thinking mindset, linking people strategy to business performance.</li><li>
Demonstrated ability to navigate ambiguity, lead through change, and make data-informed decisions.</li><li>
Deep commitment to Odyssey&rsquo;s values of <b>Commitment, Ambition, and Respect</b>, and to fostering a culture of care, collaboration, and excellence.</li><li>
Proven ability to coach, mentor, and build trust-based relationships that drive engagement and accountability.</li><li>
Courageous leadership style&mdash;skilled at addressing conflict constructively, finding common ground, and facilitating growth.</li></ul><div></div><div><b><i><br>
Additional Information</i></b></div><div><b>
Location: </b><b>Odyssey Corporate Office, Wakefield, MA</b></div><div><b>
Travel: 20%</b></div><div><b>
Remote, Onsite, or Hybrid: </b><b>Hybrid (onsite at least three days per week; limited flexibility may be considered)</b></div><div></div><div><br>
#LI-MP1</div>
Company Overview:
<div><b>
Odyssey Systems </b>is a world-class technical, engineering, and integration company serving the warfighting ecosystem with airborne integration, ISR, C2, and warfighter readiness capabilities. Odyssey meets the military&rsquo;s operational needs by integrating layered defense systems from equipment, technology, and services to data, information, and business operations. We streamline defense acquisition and sustainment, engineering the technical battlefield with domain-specific proficiency to ensure lethality. Odyssey is dedicated to excellent contract execution, peak organizational performance, and fostering a workplace built on employee care.</div><div></div><div><br>
Odyssey is proud to live out our core values of commitment, ambition, and respect in our work and communities through OdysseyCares, a philanthropic group focused on giving back through direct donations, an employer match program, and volunteering events.</div><div></div><div><b><i><br>
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities</i></b></div>
Please Note::
<div>
Final compensation for this position will be determined by various factors such as the Federal Government contract labor categories and contract wage rates, relevant work experience, specific skills and competencies, geographic location, education, and certifications.</div><div></div><div><br>
This position is filled through continuous recruitment and will remain open until a sufficient pool of applications has been received.<br>
<br>
Hired applicants may be eligible for benefits, including but not limited to, medical, dental, vision, life insurance, Tricare supplement, short-term disability, long-term disability, 401(k) match, flexible spending accounts, health savings accounts, employee assistance program, learning and development benefit, paid time off, and holidays.<br>
<br>
Odyssey Benefits</div></div>

Executive Director, Human Capital Management

Slipstream Group

<div><p><b>Make a Difference for Climate and Equity &mdash; Join Slipstream as Chief People Officer.
</b></p><p>Are you a strategic leader with a passion for driving transformative change? Do you thrive in environments where innovation meets impact? At Slipstream, you can help shape a cleaner, more equitable energy future.</p><p>
</p><p><b>About Slipstream</b></p><p>
Slipstream is a national, mission-driven nonprofit that accelerates climate solutions. For everyone.</p><p>
We inspire bold ideas to tackle big energy challenges. Our work spans energy efficiency, energy planning with municipalities and Native Nations, equitable building decarbonization, emerging technologies, and green financing. We collaborate with governments, utilities, and community-based organizations to discover, test, and scale solutions that work for real people in real communities.</p><p>
We are optimistic, inclusive, and ambitious about our impact&mdash;and we&rsquo;re looking for someone who shares our drive.</p><p>
</p><p><b>Chief People Officer | Slipstream</b></p><p>
As a key member of the executive leadership team, the Chief People Officer (CPO) will shape and execute Slipstream&rsquo;s people strategy in alignment with our mission. The CPO will foster a thriving, inclusive, and high-performing workplace and lead initiatives that enhance culture, strengthen organizational capability and compliance, and support long-term business success.</p><p>
While we operate both in-office and remotely, Slipstream hires only in select states. For this role, candidates located near our Madison, Wisconsin office are preferred.</p><p>
</p><p><b>What You'll Do</b></p><p>
1. Human Resources (HR) Leadership</p><ul><li>
Lead the strategic direction for all HR functions, including talent acquisition, performance management, compensation and benefits, compliance, payroll, and employee relations.</li><li>
Apply HR best practices and equitable frameworks to strengthen organizational culture and drive mission success.</li><li>
Develop and manage HR budgets and workforce planning strategies aligned with mission priorities, financial stewardship, and long-term sustainability.</li><li>
Establish and monitor key HR metrics to assess organizational health and inform continuous improvement.</li><li>
Ensure compliance with federal, state, and local employment laws, and maintain policies that promote fairness, equity, inclusion, and organizational well-being.</li><li>
Build performance management processes that reinforce accountability, a culture of continuous improvement, and high performance.</li><li>
Design and implement employee development programs that support career growth and build organizational capacity.</li><li>
Champion employee engagement initiatives that foster belonging, connection, and a positive staff experience.</li><li>
Lead succession planning and leadership development to ensure talent readiness and continuity.</li></ul><p>
2. Organizational Development &amp; Culture</p><ul><li>
Serve as a strategic advisor to senior leaders on organizational structure, change management, and workforce planning.</li><li>
Drive internal communication strategies that promote transparency, clarity, and trust across the organization.</li><li>
Translate organizational strategy into scalable systems, processes, and policies that enhance operational effectiveness.</li><li>
Collaborate with executive leadership to guide organizational development and change initiatives.</li></ul><p>
3. Executive Team Collaboration</p><ul><li>
Actively participate in executive leadership meetings, strategic planning sessions, and quarterly Board meetings.</li><li>
Support long-term operational planning and establish clear metrics to track progress toward strategic goals.</li><li>
Partner with the Chief of Staff to ensure Communities of Practice and Task Forces are aligned with strategic objectives and operating effectively.</li><li>
These responsibilities are not all-inclusive, and other duties may be assigned from time to time.</li></ul><p>
</p><p><b>Ideal Candidate Attributes</b></p><ul><li>
Deep alignment with Slipstream&rsquo;s mission, values, and commitment to driving equitable climate and energy outcomes.</li><li>
A relationship-centered, inclusive leadership style that builds trust and cultivates a sense of belonging.</li><li>
Demonstrates integrity, confidentiality, and sound ethical judgment in all interactions and decisions.</li><li>
Able to collaboratively and independently make strategic decisions that strengthen organizational health and culture.</li><li>
Comfortable hearing diverse viewpoints, fostering constructive dialogue, and guiding groups toward shared agreements.</li><li>
Proactively seeks opportunities to improve systems and practices and is energized by building solutions.</li><li>
Advocates for equity and demonstrates humility, curiosity, and respect for all identities and lived experiences.</li><li>
Communicates clearly and adapts messaging for different audiences to build shared understanding and support.</li></ul><p><b>
Qualifications</b></p><ul><li>
Bachelor&rsquo;s degree required; MBA or MA/MS in Human Resources or a related field preferred</li><li>
SHRM-SCP or SHRM-CP certification preferred</li><li>
10+ years of progressive HR experience, including senior leadership roles; nonprofit experience strongly preferred</li><li>
Demonstrated success in developing and implementing HR policies, systems, and programs across compliance, compensation, performance management, and organizational development</li><li>
Deep knowledge of employment, labor, and payroll laws and regulations</li><li>
Proven ability to build and lead cross-functional teams and manage complex operational systems</li><li>
Skilled at serving as a strategic liaison between executive leadership, department heads, and staff</li><li>
Strategic thinker with a track record of translating organizational goals into people-centered initiatives</li><li>
Proficient in HR technologies; experience with Paycom is a plus</li></ul><p>
</p><p><b>Work Environment</b></p><ul><li>
Flexible hybrid work is available if located in Madison, WI or Chicago, IL. If in-office, expect a moderate noise level.</li><li>
Ability to work from home or another suitable location with reliable internet access.</li><li>
Flexible schedules, meetings generally occurring 9&ndash;4 in Central Time zone.</li><li>
Requires a quiet and professional workspace for virtual meetings and collaboration.</li><li>
Depending on location, travel up to 10% for in-person meetings in the Madison and Chicago office.</li></ul><p>
</p><p><b>Physical Requirements</b></p><ul><li>
Primarily a sedentary role, with tasks typically performed while sitting or occasionally standing</li><li>
Ability to operate a computer and standard office equipment.</li><li>
Tasks demand visual focus for reading and working on screens.</li><li>
This position frequently communicates via phone and video conferencing, with in-person interactions as applicable.</li></ul><p>
</p><p></p><p>Slipstream is an equal-opportunity employer committed to creating an inclusive workplace where all individuals feel valued, respected, and supported. We center community in everything we do and strongly encourage people of all backgrounds to apply and join us in our mission. We welcome applicants regardless of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, or any other protected status or characteristic under federal, state, or local laws.</p><p></p><p>
Slipstream will provide reasonable accommodations to qualified individuals with disabilities to enable them to perform the essential functions of their position unless doing so would impose an undue hardship on Slipstream, or if it would pose a direct threat to the health or safety of the individual or others that cannot be mitigated. Questions or accommodation requests should be directed to Human Resources.</p><p></p><p>
Please note that Slipstream will only contact candidates via the Paycom portal. We will never ask a candidate for payment of any kind as part of the hiring or onboarding process or send payment to any candidate prior to completing the hiring and onboarding process.</p><p></p><p>
Applicants have rights under Federal Employment Laws.</p><p>
Family &amp; Medical Leave Act Equal Employment Opportunity Employee Polygraph Protection Act</p></div>

Chief People Officer

Stanford Medicine Children's Health

<div><b>Company Description</b><p><br>
At Lucile Packard Children&rsquo;s Hospital Stanford, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.<br>
<br>
<b>Job ID: </b>P140384-1933</p><b><br>
Job Description</b><p><b><br>
JOB SUMMARY</b></p><p>
The Executive Director, Organizational Development &amp; Enterprise Learning provides enterprise leadership in designing and implementing strategies that strengthen organizational performance, leadership capability, and workforce well-being. Serving as a strategic advisor to senior executives, this position drives large-scale cultural and operational transformations aligned with business objectives, ensuring measurable outcomes in performance, engagement, and capability growth.</p><p></p><p><br>
This role is accountable for developing and executing integrated programs in organizational effectiveness, leadership development, enterprise learning, performance management, change management, and employee experience, in alignment with organizational strategy and operational excellence goals.</p><p></p><p><b><br>
ESSENTIAL FUNCTIONS</b></p><p>
The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.</p><p></p><ul><li><p><b><br>
Strategic Leadership &amp; Organizational Transformation</b></p><ul><li><p>
Partner with executive leadership to design and implement enterprise-level organizational and talent strategies that enable scalability, operational excellence, and sustainable growth.</p></li><li><p>
Direct large-scale transformation initiatives utilizing PROSCI, Agile, and Kaizen methodologies to optimize processes, structures, and workforce capabilities.</p></li><li><p>
Advise C-suite leaders on workforce strategy, organizational design, and culture transformation initiatives.</p></li><li><p>
Translate strategic priorities into actionable, measurable plans that align with business outcomes.</p></li></ul></li></ul><p></p><ul><li><p><b><br>
Performance Management &amp; Talent Optimization</b></p><ul><li><p>
Oversee the organization&rsquo;s performance management framework, including goal setting, talent calibration, and developmental planning.</p></li><li><p>
Develop enterprise performance dashboards that connect outcomes to rewards, succession, and workforce mobility.</p></li><li><p>
Lead the annual performance cycle and ensure alignment with Total Rewards, DEIB, and business objectives.</p></li><li><p>
Provide coaching to executives and people leaders to improve team performance and engagement.</p></li></ul></li></ul><p></p><ul><li><p><b><br>
Enterprise Learning &amp; Leadership Development</b></p><ul><li><p>
Direct the design and delivery of enterprise learning strategies that strengthen leadership capability, technical proficiency, and innovation.</p></li><li><p>
Oversee the development of learning content, technology platforms, and vendor partnerships to ensure high-quality, scalable programs.</p></li><li><p>
Integrate data analytics to assess learning outcomes and continuously improve content relevance and ROI.</p></li><li><p>
Partner with senior leaders to forecast capability gaps and align learning investments with strategic goals.</p></li></ul></li></ul><p></p><ul><li><p><b><br>
Change Management &amp; Cultural Evolution</b></p><ul><li><p>
Develop and execute organizational change management strategies that ensure smooth adoption of new systems, structures, and processes.</p></li><li><p>
Foster a high-performance, adaptive culture that values innovation, collaboration, and accountability.</p></li><li><p>
Partner with HR and leadership teams to integrate succession planning, leadership development, and performance management practices.</p></li><li><p>
Champion DEIB principles across all organizational development and change management initiatives.</p></li></ul></li></ul><p></p><ul><li><p><b><br>
Employee Engagement, Experience &amp; Well-Being</b></p><ul><li><p>
Direct the design and deployment of engagement and well-being programs to enhance retention, satisfaction, and productivity.</p></li><li><p>
Administer engagement and wellness surveys, interpret data, and present actionable insights to executive leadership.</p></li><li><p>
Partner with Total Rewards to align engagement and wellness outcomes with compensation and recognition strategies.</p></li><li><p>
Implement programs that promote mental health, mindfulness, and workplace resilience.</p></li></ul></li></ul><p></p><ul><li><p><b><br>
Diversity, Equity, and Inclusion (DEI)</b></p><ul><li><p>
Provide strategic oversight and leadership for the organization&rsquo;s Diversity, Equity, and Inclusion (DEI) function.</p></li><li><p>
Oversee the DEI team, strategy, and programs that drive workforce representation, belonging, and equitable career advancement.</p></li><li><p>
Partner with executive and business leaders to embed DEI principles into talent management, leadership development, and organizational practices.</p></li><li><p>
Monitor DEI metrics, establish accountability frameworks, and report progress to senior leadership to ensure alignment with enterprise values and goals.</p></li></ul></li></ul><p></p><ul><li><p><b><br>
Operational &amp; Financial Management</b></p><ul><li><p>
Develop and manage budgets, resources, and vendor relationships to ensure fiscal responsibility and program impact.</p></li><li><p>
Lead HR project management efforts, aligning program delivery with enterprise strategic priorities.</p></li><li><p>
Establish metrics to measure the impact and efficiency of OD, learning, and engagement initiatives.</p></li><li><p>
Continuously evaluate and refine programs based on performance data and stakeholder feedback.</p></li></ul></li></ul><b><br>
Qualifications</b><p><b><br>
MINIMUM QUALIFICATIONS</b></p><ul><li><b>
Education</b>: Master&rsquo;s degree in human resources, Organizational Development, Industrial/Organizational Psychology, or related field; or an equivalent combination of education and relevant executive experience.</li><li><p><b>
Experience</b></p><ul><li><p>
Fifteen (15) years of progressive leadership experience in organizational development, learning, and transformation within complex, multi-site, or global organizations. Health care preferred.</p></li><li><p>
Demonstrated success managing budgets exceeding $20M and leading cross-functional teams to deliver enterprise change initiatives.</p></li></ul></li><li><p><b>
License/Certification</b>: Preferred - PROSCI Change Management, Kaizen/Lean Certification, Master NLP Practitioner, Executive Coaching Certification.</p></li></ul><p></p><p><b><br>
KNOWLEDGE and SKILLS</b></p><p>
These are the observable and measurable attributes and skills required to perform the essential functions of the job successfully, and are generally demonstrated through qualifying experience, education, or licensure/certification.</p><ul><li><p>
Strategic business acumen with proven experience influencing C-suite executives and driving enterprise transformation.</p></li><li><p>
Deep expertise in organizational design, change management, and leadership development methodologies.</p></li><li><p>
Advanced data literacy: able to interpret analytics and translate insights into actionable strategies.</p></li><li><p>
Exceptional executive presence, communication, and relationship management skills.</p></li><li><p>
Proven record of achieving measurable improvements in performance, engagement, and organizational agility.</p></li></ul><p></p><p><b><br>
PHYSICAL REQUIREMENTS</b></p><p>
The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.</p><ul><li><p>
Standard office environment.</p></li><li><p>
Ability to manage team dynamics and engage across the organization.</p></li></ul><p></p><p><br>
Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure nd health screenings. Must perform all duties and responsibilities in accordance with the hospital's policies and procedures, including its Service Standards and its Code of Conduct.</p><b><br>
Additional Information</b><p><b><br>
Pay Range</b><br>
Compensation is based on the level and requirements of the role.<br>
Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data.<br>
Typically, new team members join at the minimum to mid salary range.<br>
Minimum to Midpoint Range (Hourly): $107.02 to $152.54</p><div></div><p>
Stanford Medicine Children's Health (SMCH) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.</p></div>

Executive Director - Talent Management & Organizational Development

Alnylam

<div><div><b>Overview:<br>
</b></div><div></div><div>The Senior Director of Learning and Development will serve as a strategic architect and enterprise thought leader in shaping how the organization develops its people. This role will assess the current state of learning and development (L&amp;D), elevate leadership programs, and design a future-ready learning ecosystem that fuels business growth. Working in close partnership with enterprise and functional leaders, this leader will balance strategy with execution, champion innovation (including AI-enabled learning), and drive sustainable behavior change across the organization.<br>
</div><div></div><div><b>Responsibilities:<br>
</b></div><div></div><div><b>Learning Strategy &amp; Philosophy
</b></div><ul><li>Partner with the Head of Talent and Learning to co-create a cohesive enterprise L&amp;D philosophy that supports the company&rsquo;s growth strategy.
</li><li>Evaluate the current learning ecosystem, including tools, vendor relationships, and operating model; determine build-versus-buy approaches for programs.
</li><li>Establish a unifying vision for leadership and professional development across all levels of the organization.
</li></ul><div><b>Leadership Development
</b></div><ul><li>Assess existing leadership frameworks and programs; design and deploy best-in-class solutions that prepare leaders for the future state of the business.
</li><li>Build enterprise leadership pipelines through high-potential programs, succession readiness, and executive development initiatives.
</li><li>Embed leadership standards and behaviors that align with culture, values, and long-term business objectives.
</li></ul><div><b>Capability Building &amp; Skills Development
</b></div><ul><li>Identify critical gaps in workforce skills and partner with business and functional leaders (R&amp;D, Commercial, Operations, etc.) to design targeted development solutions.
</li><li>Lead a more cohesive and integrated deployment of learning initiatives across the enterprise.
</li><li>Establish scalable knowledge enablement and continuous upskilling strategies, leveraging digital and AI-powered platforms.
</li></ul><div><b>Change Leadership &amp; Culture
</b></div><ul><li>Approach transformation with a change mindset, influencing and guiding behavior shifts that enable sustainable performance improvements.
</li><li>Foster collaboration and influence across functions to build alignment, rather than relying on control or hierarchy.
</li><li>Act as a role model for curiosity, agility, and inclusive leadership.
</li></ul><div><b>Innovation &amp; Enablement
</b></div><ul><li>Reimagine learning delivery by introducing advanced digital solutions, including AI-driven personalization and knowledge deployment.
</li><li>Continuously assess and optimize knowledge-sharing processes to improve speed, scalability, and impact.
</li>Bring external best practices, thought leadership, and innovation into the enterprise learning strategy.<br>
<li>
</li></ul><div></div><div><b>Qualifications:<br>
</b></div><div></div><ul><li>Bachelor&rsquo;s degree required; Master&rsquo;s degree in Organizational Development, HR, Business, or related field preferred.
</li><li>12+ years of progressive experience in Learning, Leadership Development with proven success in building enterprise learning strategies.
</li><li>Demonstrated expertise in leadership development, change leadership, and capability building.
</li><li>Experience leading transformations with measurable impact on workforce performance and business outcomes.
</li><li>Strong executive presence with the ability to influence, collaborate, and inspire at all levels.
</li><li>Proven track record of working across multiple business functions to create cohesive learning solutions.
</li>Familiarity with emerging technologies and AI-driven learning platforms preferred.<br>
<li>
</li></ul><div></div><p><b>U.S. Pay Range
</b></p><p><b>$227,000.00 - $307,100.00
</b></p><p>The pay range reflects the full-time base salary range we expect to pay for this role at the time of posting. Base pay will be determined based on a number of factors including, but not limited to, relevant experience, skills, and education. This role is eligible for an annual short-term incentive award (e.g., bonus or sales incentive) and an annual long-term incentive award (e.g., equity).
</p><p>Alnylam&rsquo;s robust Total Rewards package is designed to support your overall health and well-being. We offer comprehensive benefits including medical, dental, and vision coverage, life and disability insurance, a lifestyle reimbursement program, flexible spending and health savings accounts and a 401(k)with a generous company match. Eligible employees enjoy paid time off, wellness days, holidays, and two company-wide recharge breaks. We also offer generous family resources and leave. Our commitment to your well-being reflects our belief that caring for our people fuels the impact we create together.
</p><p><i>Learn more about these and additional benefits offered by Alnylam by visiting the Benefits section of the Careers website: </i><i>https://www.alnylam.com/careers
</i></p><p><b>About Alnylam
</b></p><p>We are the leader in RNAi therapeutics &ndash; a revolutionary approach with the potential to transform the lives of people with rare and common diseases. Built on Nobel Prize-winning science, Alnylam has delivered the breakthroughs that made RNAi therapeutics possible and are just at the beginning of what&rsquo;s possible. Our deep pipeline, late-stage programs, and bold vision reflect our core values: fierce innovation, passion for excellence, purposeful urgency, open culture and commitment to people. We're proud to be a globally recognized top employer, where an authentic, inclusive culture and breakthrough thinking fuel one another.
</p><p>At Alnylam, we commit to an inclusive recruitment process and equal employment opportunity. Qualified applicants will receive consideration for employment without regard to their sex, gender or gender identity, sexual orientation, race, color, ethnicity, national origin, ancestry, citizenship, religion, creed, physical or mental disability, pregnancy status or related conditions, genetic information, veteran or military status, marital or familial status, political affiliation, age, or any other factor protected by federal, state, or local law. Alnylam is an E-Verify Employer.</p></div>

Senior Director, Learning & Development

Stanford University

<p>The Stanford Medicine Office of the Chief Community Engagement Officer is seeking a visionary and strategic leader for the newly established position of Executive Director, Culture and Community Engagement.</p><p>This role will serve as a key partner across Stanford Medicine, responsible for advancing operational and cultural frameworks that reflect our shared commitment to community well-being and an institutional culture that facilitates the realization of our shared mission. The Executive Director will collaborate across the School of Medicine (SoM), Stanford Health Care (SHC), and Stanford Medicine Children's Health (SMCH) to implement cross-functional strategies that elevate the culture and support our mission. </p><p>This role will oversee enterprise-wide programs, policy alignment, and systems that enhance experiences of staff, faculty, students, patients and the communities we serve. The successful candidate brings leadership experience in complex health or academic systems, deep operational expertise, and a values-driven, mission-oriented mindset.</p><p><strong>Duties include :</strong></p><ul><li>Recommend and implement organizational frameworks that promote community engagement and operational alignment across SoM, SHC, and SMCH. Ensure infrastructure supports inclusive participation, collaboration, and service. Maintain responsibility for leadership development, team performance, and staff retention.</li><li>Partner with HR teams and managers to embed values of community accountability and service excellence into policies and programs. Enhance staff experience through inclusive hiring, transparent practices, and supportive career development across all entities.</li><li>Lead development and execution of strategic plans focused on strengthening institutional identity around community engagement. Work across organizations to align operational practices and initiatives with the shared values of service, mutual respect, and achievement for all community members.</li><li>Support the development of administrative and academic policies that reinforce a culture of shared responsibility and community well-being. Serve as a thought partner in designing initiatives that reflect the principles and mission.</li><li>Provide strategic guidance on resource allocation to support community-centered programs. Design and implement systems for measuring the impact of engagement initiatives, ensuring transparency, accountability, and continuous improvement in alignment with organizational priorities.</li><li>Serve as a central advisor to senior leadership. Build partnerships that enhance cross-departmental collaboration and ensure that programs, services, and practices are grounded in community needs and aspirations.</li></ul><p><em> - Other duties may also be assigned. </em></p> <p><strong>JOB PURPOSE:</strong></p><p>Provide strategic direction for the administrative and operational functions that foster community engagement across the School of Medicine (SoM), Stanford Health Care (SHC), and Stanford Medicine Children's Health (SMCH). Align staffing structures, policy development, and programmatic initiatives with a unifying vision.</p><p><strong></strong></p><p><strong>DESIRED QUALIFICATIONS: </strong></p><ul><li>Master's degree preferred.</li><li>Demonstrated leadership and program development experience within a large, complex academic health system.</li><li>Strong background in organizational development, change leadership, and community engagement strategy.</li><li>Experience fostering institutional excellence through service-based leadership or community partnership.</li><li>Proven ability to lead through influence across diverse stakeholders and deliver enterprise-wide initiatives.</li></ul><p><strong>EDUCATION & EXPERIENCE (REQUIRED): </strong></p><p>Bachelor's degree and seven years of relevant experience in administrative and financial management, or a combination of education and relevant experience. Master's degree preferred.</p><p><strong>KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):</strong></p><ul><li>Demonstrated leadership and supervisory, planning and change management skills.</li><li>Excellent planning and organizational skills.</li><li>Excellent communication skills. Able to influence people, solve problems, troubleshoot, think creatively and resolve conflicts.</li><li>Advanced financial expertise in accounting budget planning, and financial forecasting.</li><li>Advanced expertise in grants and contract administration.</li><li>Advanced analytical and problem solving skills Strong knowledge of industry standards and/or regulatory requirements.</li><li>Strong negotiation and effective interpersonal skills.</li><li>Attention to detail and accuracy.</li><li>Advanced expertise in business and management computer applications and databases.</li><li>Subject matter expertise for area(s) of responsibility.</li><li>Ability to multi-task and manage deadlines.</li></ul><p><strong>CERTIFICATIONS & LICENSES: </strong></p><p>Program assessment skills training is highly desired.</p><p><strong>PHYSICAL REQUIREMENTS :</strong></p><ul><li>Constantly perform desk-based computer tasks.</li><li>Frequently sitting.</li><li>Occasionally stand/walk, writing by hand, use a telephone, lift/carry/push/pull objects that weigh 11-20 pounds.</li><li>Rarely sort/file paperwork or parts, rarely twist/bend/stoop/squat.</li></ul><p><em> - Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.</em></p><p><strong>WORKING CONDITIONS:</strong></p><p>Occasional evening and weekend hours.</p><p><strong>WORK STANDARDS:</strong></p><ul><li>Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.</li><li>Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors bases on training and lessons learned.</li><li>Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, .</li></ul><p><strong>About Stanford University School of Medicine</strong></p><p>With more than 3,200 faculty and other teaching titles, each providing a unique mix of research, education, and patient care effort, organized in 28 academic departments and 9 interdisciplinary institutes and centers, supported by more than 3,500 staff, educating 3,000 students, postdoctoral fellows, clinical residents/fellows, and trainees, and collectively generating about $2.3B in revenues, the School of Medicine is Stanford's largest school and truly a complex organization.</p><p>Holistically, the School of Medicine is rooted in a culture of excellence and values innovation, collaboration, and life-long learning. To foster the talents and aspirations of staff, Stanford offers career development programs, competitive pay that keeps pace with market trends, and benefits that increase financial stability and promote healthy, fulfilling lives.</p><p>The expected pay range for this position is $206,749 to $261,619 per annum.</p><p>Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.</p><p>At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website () provides detailed information on Stanford's extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.</p><p>Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a contact form.</p><p>Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.</p><p>The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.</p>

Executive Director, Culture and Community Engagement

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