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Organization Development Manager

T. Rowe Price


Location:
Owings Mills, Maryland 21117
Date:
10/10/2017
2017-10-102017-11-09
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Organizational Development
T. Rowe Price
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Job Details

PRIMARY PURPOSE OF THE POSITION

The OD Manager within Global Human Resources serves as an internal consultant to support business unit and firm-wide objectives. The OD Manager 1) enables the realization of business strategy by supporting leaders in identifying, prioritizing, and building enterprise-wide capabilities, behaviors, structures, and processes; 2) serves as a trusted advisor for business planning and  change initiatives; 3) contributes to long-term success through the design and delivery/implementation of programs and services that facilitate the alignment and integration of people, processes and technology, vision and strategy, leadership, and business goals and culture; and 4) influences organizational effectiveness and talent management through initiatives and project work related to organizational design, succession planning, talent assessment, talent development /coaching and enhancing management capabilities.  This position partners with business leaders and the HR Relationship Management team to ensure seamless delivery while developing and executing organizational interventions to support the achievement of business strategy.

 

PRINCIPAL RESPONSIBILITIES

Organizational Development Consultant:

  • Gathers data on needs, provides feedback, crafts ideas and strategies to meet needs, partners in the selection and implementation of chosen interventions. 
  • Facilitates, guides, advises & coaches leaders on change management, employee engagement, performance excellence, team effectiveness, organizational structure/design, governance, practices, strategies other areas that impact the productivity and achievement of business goals.
  • Conducts assessments and uses data to provide consultation on interventions that will close gaps from current to desired future state. Establishes, tracks & reports OD metrics to measure organizational impact based on established goals and timelines.  Monitors & continually improves the effectiveness of existing OD programs to ensure overall impact and value.

Change Management:

  • Works the full cycle of the project by conducting research and needs analysis, contracts to solve issues identified, executes against a project plan and engages in reinforcement activities to ensure effective change has occurred. 
  • Draws upon functional best practices to develop and disseminate knowledge. Partners with other functional experts.
  • Develops and helps business create and implement effective change management strategies and plans to ensure successful and lasting change.
  • Provides knowledge and effective leadership to cross-functional teams that enables the execution of strategic projects.
  • Facilitates project planning, creates and monitors project plans and manages the completion of assigned projects.  Develops communications and key messages.  Assesses change readiness and organization health at key project milestones. 
  • Identifies and effectively utilizes appropriate data analysis techniques and professional acumen to identify the root cause of process issues that helps determine the most appropriate method for improving business performance.
  • Quantifies engagement impacts and communicates results to the business through the executive sponsor and/or portfolio manager.  Provides tracking and lessons learned mechanisms for continual process/program improvement.

Organizational Effectiveness/Talent Management:  This work can be at the enterprise level, at the BU level to implement enterprise initiatives, or a combination of both. 

  • Often leads projects, providing thought leadership, meeting with key stakeholders to gather and share data, and mobilize groups of people to adopt the new approaches. 
  • Facilitates formal and informal learning related to HR initiatives (competency models, diversity, mentoring, workplace, systems, etc.)  Understands when and how to acquire additional resources and/or subject matter experts when needed.

Participate as an active team member and contributor on work that supports the Talent and Enterprise Learning organization as well as Human Resources overall.

Liaison to external consultants and human performance system providers.

 

QUALIFICATIONS

Required

  • College degree and 8 years of related work experience, or Associate degree and 10 years related work experience, or High School diploma/equivalent and 12 years related work experience.
  • Influences others individually and also broadly across the organization
  • Demonstrates effective internal consulting skills, including contracting with clients
  • Knowledge of organizational development and effectiveness best practices and applications
  • Knowledge of full range of organization development interventions and change management frameworks and applications
  • Pursues innovative approaches for implementing strategic solutions
  • Creates a proactive problem solving environment
  • Fosters an environment of innovative and diverse thinking
  • Integrates a range of organizational perspectives and data
  • Strong interpersonal skills – including demonstrated facilitation skills
  • Ability to build strong internal partnerships
  • Ability to influence professional relationships
  • Strong writing skills
  • Strong verbal communication skills
  • Work independently in a collaborative setting
  • Identify root causes of problems and make recommendations
  • Strong project management skills, from concept to planning to implementation
  • Manage multiple projects simultaneously

Preferred

  • Experience with organizational transformation, including acquisitions and start-ups
  • Master’s degree or Advanced Training Certificate in OD or OE
  • 6 years prior experience in a corporate HR/OD setting
  • Prior experience as an HR Business Partner in a corporate setting
  • Prior internal/external consulting experience
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