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Minimum 3 years of experience in Organizational Development, Organizational Effectiveness, and/or Talent Development required; experience in Learning & Development, Leadership Development, or related field preferred.
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Demonstrates advanced knowledge across the following: Organizational Development, Learning and Development, Leadership Assessments, Performance Consulting, Adult Learning Theory, Organization Effectiveness and Change Management.
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10+ years of experience in human resources, organizational development & effectiveness, consulting, leadership development, I/O psychology or related field with strong, proven change management expertise and leadership.
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Bachelor's degree in Organization Development/Effectiveness, Organizational Behavior, I/O Psychology, Human Resources or related field. It will include company-wide organizational design initiatives and ensuring that talent, workforce planning, leadership development, and succession programs are aligned to meet overall business priorities.
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The Director of Organizational Effectiveness and Culture plays a critical role in leading and providing oversight in the areas of Organizational Development and Culture, Operational Leadership, Change & Communication Management, and IT infrastructure for optimizing organizational effectiveness.
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The Assistant CIO provides leadership in key areas of IT operations and ensures IT organizational effectiveness. Specific Duties and Responsibilities Essential Functions: Serves as the organizational lead in the areas of IT operations, tactical and operational planning, organizational effectiveness, contract, and vendor management, and IMT reporting.
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The Talent and Organizational Development Consultant role is part of the Division of Human Resources Talent Management function, which is focused on enhancing and aligning existing and to-be-developed staff development, leadership development, and organizational effectiveness activities with Penn's competency model and the University's mission.
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Qualifications Minimum Education Required: Bachelor’s degree in human resources, business administration, organizational development, organizational psychology, or related discipline Preferred: Advanced degree preferred Minimum Experience Required: 3 years of related HR experience in Organizational Development, Training, and Organizational Effectiveness Experience with instructional design and curriculum development.
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In this onsite role, you will:·Design, implement, and execute human resources strategies for manufacturing sites and functional groups (OPEX, Engineering, Quality, Production, EHS, Facilities)·Drive structural and organizational design and development solutions, along with change management activities, to improve organizational effectiveness.
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Advises on practices related to workforce planning and recruitment, leadership development, employee development and training, performance management and compensation reviews, career and succession, workforce analytics and organizational effectiveness within specific business unit(s) as designated.
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The primary responsibility of this position is to focus on organizational development effectiveness in the areas of retention, employee engagement and leadership development.
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In the role the Human Resources Manager fully understands the operational and financial drivers of the business so that an integrated people strategy addresses: organization design, talent agenda and programs from acquisition through development/retention, organizational effectiveness and change management, organization culture and employee engagement, employee rewards and recognition, and functional HR leadership.
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Interventions fall in the areas of leadership effectiveness, change management, organizational effectiveness (e.g., employee engagement, process mapping, lean principles, etc.
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The right candidate will be a trusted partner to our business leaders and their teams, advising and coaching on all aspects of our people strategy: talent density, leadership depth, culture & engagement, and organizational effectiveness.
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The Organizational Development Specialist is responsible for the design, development and implementation of organization development programs for all PPL departments that enable the achievement of key organizational objectives regarding leadership, competency and professional development, manager and employee assessment, assimilation, training and organizational development support, while managing the projects those solutions require through either internal and or external resources.
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