Strategic and tactical HR Consulting and thought leadership in the areas of organization development, leadership coaching to entry and mid-level leaders, change management, program/project management, facilitation, performance management, employee engagement, overall talent management, and communication.
Activities & behaviors most critical to this role:
- Consulting: Consult to job design, job evaluations and leveling; Consult to leaders on performance management, talent systems, merit calibrations, new leader transitions and development of their talent, and assessment debriefs
- Facilitation: Design and facilitate people leader roundtables and discussions covering topics such as development topics, talent reviews, etc.
- Project Management: Design and oversee multiple, concurrent projects or deliverables working collaboratively with teams in support of business objectives.
- Research: Identify and analyze internal & external best practices
- Storytelling: Analyze HR data and trends leveraging people analytics to share visual messaging
- Communication: Effectively design and deliver communications/messaging for leaders and staff.
- Planning: Accurately scope out length and difficulty of tasks and projects; set objectives and goals; break down work into the process steps; develop schedules and task/people assignments; anticipate and adjust for problems and roadblocks; measure performance against goals; evaluate results.
- Strategic Capability: Independently assess an issue, conceive an insightful, strategic response to it and create an approach to the issue that nets a better overall outcome for the business. Proactively design strategic HR solutions to meet a business need.
- Talent Assessment: Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside or outside the organization; can accurately project what people are likely to do across situations.
- Conflict Management: Step up to conflicts, seeing them as opportunities; read situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
- Organizational Agility: Knowledgeable about how organizations work; knows how to get things done both through formal channels and informal networks; understand the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.
- Builds Organizational Trust & Collaboration: Create a broad network to exchange ideas and rally support; Build and maintain relationships at all levels; Respect individual differences in perspective and background; Recognize and respond to the needs of others; Act to preserve relationships even during times of disagreement; Promote collaboration and remove to teamwork across the organization; Seek to improve how leadership teams work together.
