Senior Director, Employee Engagement

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Requirements:

• 15+ years of experience in supporting or leading talent management, employee engagement, change management, early career development, leadership development, DE&I experience, organization development and/or transformation.
• 5+ years’ experience supporting or leading organizational design/developmental efforts including large scale structure change.
• 10+ years of people leadership experience.
• Demonstrated high learning agility.
• Excellent written and verbal communication skills.
• Demonstrated experience in facilitating in person and virtual team coaching, organizational development solutions.
• Experience working for organizations that are scaling and going through change.
• Proven success collaborating with and influencing cross-functional partners and executives.
• Flexibility and growth mindset.
• Provide ability to balance big-picture thinking with hands-on execution, including progressive HR experience in dynamic growth environments.
• Experience leveraging both strategic and creative thinking to problem solve, innovate and develop solutions.
• Exceptional stakeholder management capabilities, with a cooperative and highly communicative working style.
• Proven expertise and experience in change management, employee engagement and retention, and related organizational effectiveness strategy development.

Responsibilities:

• Support the design and implementation of future-state organizational structures, ensuring alignment with the target operating model.
• Develop methods/procedures to analyze existing roles, workloads, and processes to identify redundancies and optimization opportunities.
• Partner with HR BPs and Business Leaders to activate an organizational strategy (including structure, process and jobs) to align with newly defined organizational designs.
• Develop organizational capability tools, templates and method to implement initiatives as well as educate business leaders on organizational capability and change management concepts and approaches.
• Develop, deploy and train leaders on the Scout Change Management Process whereby we minimize resistance/maximize employee engagement during organization changes.
• Lead and conduct change impact assessments to identify the potential effects of change on the organization and its employees
• Build strong relationships with key stakeholders across the organization to ensure alignment and support for change efforts.
• Develop and deliver change management training programs to build change readiness and capability within the organization.
• Develop and implement comprehensive strategies to enhance employee engagement across Scout Motor’s in concert with HRBPs and Business Leaders.
• Design and manage regular employee surveys, focus groups, and feedback mechanisms to gauge engagement levels and identify areas of improvement.
• Champion culture initiatives by partnering across HR and within the business.
• Lead the communication strategy of engagement initiatives and updates across the organization, partnering with leaders to ensure alignment in language and messaging.
• Identify and track KPIs related to employee engagement and satisfaction, using data to drive decision making and resource allocation.
• Design and implement comprehensive talent management strategies in alignment with Scout Motor’s goals and objectives including talent identification and succession planning.
• Provide overall strategy for the performance management annual cycle working with HR BPs and People Operations.
• Utilize data and analytics to assess the effectiveness of talent management initiatives, identify trends, and making data-driven decision to optimize talent strategies.
• Establish career pathing framework which promotes long-term employee growth and opportunities.
• Lead Organizational Development consulting in support of HR BPs and business leaders to improve effectiveness of the company through organizational diagnosis of people, systems and structures.
• Establish Team Effectiveness frameworks and application that enables high performing teams the Scout Way
• Partner with HR BPs and business leaders as appropriate to optimize organizational performance, drive high performing teams, and manage large-scale changes.
• Develop and implement a comprehensive learning and development strategy across corporate, production, and retail that aligns with the organization’s goals.
• Manage the budget allocated for learning and development activities, ensuring cost-effectiveness while maximizing the impact of allocated resources.
• Define KPI’s and success criteria for learning and development activities, analyze data to identify trends, insights and areas for improvement.
• In partnership with Talent Acquisition, design, implement and manage early career programs, including internships, Co-ops, and apprentice programs to meet organizational goals.
• Build and maintain relationships with universities, colleges, and government agencies to create a strong talent pipeline.
• Define and track KPIs to measure the success and impact of early career programs using date to drive continuous improvement.
• Create an organization where everyone has a sense of belonging and a culture of psychological safety in being their authentic self.
• Build and maintain relationships with internal and external stakeholder stakeholders, including employees, leadership and community organization to advance employee belonging.
• Stay up to date with industry trends, governmental guidance and best practices, continuously seeking innovative approaches to enhance the employee experience and promote belonging.