Senior Organization Development Partner

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Job Overview

GENERAL SUMMARY

Under the general guidance of the AVP of Talent Acquisition and Development, the Sr. Organization Development Partner applies psychological principles and research methods to improve the quality of work life, and to enhance productivity, management and employee work styles. Leads the development of programs to a strong talent development culture throughout the employee lifecycle. In partnership with Learning & Development, designs meaningful and relevant employee and manager development programs that link to DFW goals and objectives and meet organizational needs.

Principal Duties And Responsibilities

• Partners with leaders at all levels of the organization, HR Business Partners, Centers of Excellence, employees, and external partners to conduct thorough analysis of organizational behaviors and dynamics and crafts strategies, programs and structures to more effectively and efficiently meet organizational objectives.
• Conducts assessments to determine measures required to enhance the effectiveness of employee and organization performance.
• Determines, tracks and analyzes key metrics and goals to provide a deeper understanding of workforce and organization performance and identifies areas of improvement.
• Designs and implements strategies, processes and tools to enhance the employee experience (e.g., attracting, hiring and placement, onboarding, morale and engagement, retention and off-boarding) incorporating innovative thinking and best practices.
• Designs and delivers the talent management strategy that includes creating behavioral and career profiles, facilitating talent reviews and succession planning discussions, implementing strategies to accelerate the development of key talent, including determining the proper psychometric assessment to be administered and administering those assessments when needed. Monitors and measures the impact of talent identification and development efforts.
• Identifies the most appropriate organization design structures to achieve identified vision, mission, and goals using well-established methodologies for efficient and effective organizational design.
• Researches trends and best practices in human resources, leadership development, talent acquisition, organizational development, and organizational behavior to support organizational goals.
• Advises leadership on best strategies for optimal workforce utilization.
• Counsels and coaches employees on job-related issues, work-related stress and career development.
• Performs other related duties as assigned.

• Master’s degree in industrial or organizational psychology, or related field.
• Five (5) plus years of progressive responsibility in designing and leading innovative organization development solutions including: engagement, performance management, talent planning, organization design, and employee experience processes.
• An equivalent combination of education and/or experience may be substituted for the above.

• Knowledge of human and organizational behavior.
• Knowledge of the principles and practices of Industrial/Organizational Psychology (including talent planning and management, OD and/or OE related practices, and employee engagement).
• Knowledge of the use of key performance indicators related to talent management, workforce planning and employee engagement.
• Skill in the proficient use in Microsoft Office (Word, Excel, PowerPoint, Teams) software.
• Ability to handle sensitive information with discretion and confidentiality.
• Ability to create a developmental path for the organization to move from current levels of talent management, employee development, leadership development and employee engagement effectiveness to significantly higher levels.
• Ability to coach organizational leaders; facilitate groups.
• Ability to listen and communicate, orally and in writing, to clearly articulate messages to a variety of audiences, and facilitate understanding and cooperation among team members.
• Ability to develop innovative and creative approaches and solutions to people-related challenges.
• Ability to influence others within and outside of the organization.
• Ability to establish and maintain effective working relationships at all levels, within and outside the organization.
• Ability to gather, analyze and evaluate data and to prepare and present concise oral and written reports.
• Ability to evaluate and research training options and alternatives.
• Ability to utilize a variety of multimedia training platforms and methods.

• Must obtain a Security Identification Display Area (SIDA) Airport Identification/Access Badge (badge) in accordance with…