Director Organization Effectiveness & Segment Talent Lead

JOB OVERVIEW

TE's Talent Management team is responsible for building the capability of the organization to be high performing and able to adapt, including change management, culture transformation and overall employee performance. They are responsible for TE's training and development strategy, ensuring skills and capabilities of employees meet the organization's current and future needs. They develop, implement and evaluate training activities to meet TE's competitive position requirements, and are responsible for mentoring and training programs to establish a diverse and inclusive culture.

The ROLE
Reporting to the VP, Global Talent Management, and as an enterprise organizational effectiveness thought leader, the Director, Organization Effectiveness and Segment Talent Partner will drive an enterprise strategy focused on all facets of talent management and organizational effectiveness to enable a talent-rich and highly effective organization. This individual will be responsible for organizational assessments, organization design, strategic workforce planning, talent and succession planning, talent mobility, change management, performance management, high performing teams and team dynamics.  This role will be a trusted partner, subject matter expert and resource to a Segment as well and requires the ability to think strategically while maintaining a results-driven approach.

TASKS and RESPONSIBILITIES

• Establish trusting relationships across senior executive and management levels to influence strategic, practical outcomes of talent practices for the enterprise and within a Segment
• Executes both segment and business talent initiatives from planning, design and implementation – including communication, follow-up and impact
• Focus on Performance Management implementation to ensure a modernized approach to performance management as a business enabler focused on ongoing feedback
• Enhance existing assessment strategy for the global organization to serve the business and provide executive, individual, & organizational assessments and subsequent coaching to reach desired results and/or performance.
• Continually improve organization effectiveness programs and tools for talent/succession planning, performance management, organization design, strategic workforce planning and change management; take the lead in effective implementation of each in partnership with the business and HR partners.
• Take lead in elevating internal talent mobility through NAVIGATE to increase skill visibility, career planning, internal talent movement, gigs, personalized learning and mentoring/coaching
• Create an approach to operational excellence and automation across all Talent/HR processes to ensure an exceptional experience for all employees .
• Assess succession bench strength/gaps, identify capability needs and source strategies (buy/build/borrow); socialize approaches with Recruiting/Staffing.
• Consult with Transportation Segment on optimal approaches to achieving organizational performance; in partnership with Segment HR and HRBPs 
• Drive the development, assessment and/or leadership of organizational development interventions, programs and processes to support Transportation business objectives and strategy implementation. 

PROFILE

• Minimum 10 years’ experience design and delivering organizational effectiveness approaches; expertise with industry assessments, tools and interventions is a plus.
• Proven global experience establishing organization design principles, designing and driving adoption of performance management standards, and establishing development processes for succession.
• Strategic thinking, leadership presence and expertise in organizational effectiveness (talent planning, performance management, succession planning, and change management); understanding of global markets and talent practices is required.
• A track record of stellar facilitation and influence of senior executives and management globally to ensure strategic impact through all talent processes.
• Experience integrating organizational development tools, systems, and processes into a strategic, cohesive, holistic, highly impactful and scalable talent management approach that enables a highly productive organization.
• Can effectively manage global and complex change and shift gears comfortably; highly effective in ambiguous environments and able to produce maximum results with little direction and guidance.
• Superior collaborative working abilities and experience; ability to manage multiple complex assignments, with proven ability to assess competing priorities in a high energy, fast paced environment in a geographically dispersed organization.
• Exceptional decision-making and problem-solving skills; proven research skills to gather data, best practices, and points of view to ensure sound judgment.
• Assess behavior at the executive, individual, team, and organizational level and coach individuals and teams to meet needs.
• Interpret and analyze HR and business metrics and trends as related to organizational effectiveness; build internal executive network to shape and define future talent practices based on analytics.

Competencies