PURPOSE OF JOB
The Manager, Organizational Development is an advisor and subject matter expert, supporting business and HR leaders to analyze, design, develop, project manage and deliver organization development and change management initiatives across the company. This position collaborates and partners with their Learning and Development and HR Business Partners to further integrate and embed Organizational Development and Change methodologies, tools, and skills across the organization.
The Manager, Organizational Development is a dynamic and inspiring, hands-on leader, who is passionate about change management. They will be responsible for, but not limited to: Talent Strategy, Change Management, Employee Engagement, Performance Management and Succession Planning.PRIMARY DUTIES AND RESPONSIBILITIES
•Partner with L&D, HR Business Partners and Leaders to identify core competencies and capabilities to achieve organizational goals. •Conduct effective analysis to assess and diagnose organizational issues, ensure alignment of business goals with organizational design and develop and recommend solutions.•Design and deliver change management strategies, processes and interventions that support a fast pace and ever-changing environment and support the adoption and sustainment of the change initiative.•Work with all levels of leaders to plan and execute effective change management strategies, including communication, when launching major projects.•Act as a change management subject matter expert on business transformation initiatives.•Execute the annual employee engagement survey and supporting programs.•Develop or source tools or programs that assist leaders and associates in building and sustaining a highly engaged work force.•Execute the mid-year and year-end performance review process.•Communicate findings on performance and development needs; offer practical recommendations and facilitate execution of recommendations and other performance enhancements.•Develop and execute a high potential program.•Work with Leaders and HR Business Partners to develop and document a corporate succession planning program. •Manage the execution of the succession planning program and the associated assessment tools.•Research new leadership development trends; propose innovative ways to develop our associates to support the upcoming demand for more specialized leadership development, replacement and succession planning.•Research and prepare recommendations for course enhancements, tools & activities as required and work with the L&D Manager to implement recommendations.•Develop metrics to measure the effectiveness of various programs, systems, tools and procedures and make recommendations for continuous improvement opportunities.KNOWLEDGE / SKILL REQUIREMENTS
•Strong business acumen and collaborative style to build relationships and quickly gain credibility with key stakeholders across functional teams.•Demonstrated experience managing multiple concurrent cross-functional projects and initiatives; comfortable managing work through ambiguity demonstrating flexibility and attention to detail.•Excellent interpersonal and communication skills, including group facilitation skills, and the ability to communicate complex information in a compelling and approachable manner.•Demonstrated initiative, vision, storytelling, independent thinking and creative problem-solving abilities to implement project plans, and realize project completion and sustainment.•Highly organized, strong attention to detail, excellent verbal and written communication skills.•Strong coaching/mentoring skills •A thorough understanding of the issues that impact on culture, values and performance and emerging and new practices.PHYSICAL DEMANDS / WORKING CONDITIONS
•Office Environment•Ability to travel when requiredRECOMMENDED QUALIFICATIONS
•5-7 years of progressive experience in an Organizational Development role, managing successful OD and change projects, both strategically and tactically, in a multi-function, multi-unit organizations •1-3 years management experience, including interfacing with senior management •Retail or experience in a business with multi-unit is considered an asset.•Certification in relevant and current assessment tools (e.g., MBTI, Emotional Intelligence, Change Style Indicator, etc.) is considered an asset.Education:
•University Degree or Post-Secondary Education in Organizational Development, HR, Business or a closely related field such as Adult Education or Change Management is considered desirable
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