Overview:
The Coordinator-Organizational Development will support the departmental mission to “deliver tools that will aid employees in achieving their fullest potential, and support a culture of continuous learning, development and engagement”. This position will provide administrative and advisory support to the design and implementation of strategies that contribute to upward momentum of high potential talent in the company. He/she will contribute to the development of tools and interventions to support the areas of succession planning, leadership development, performance management, and employee engagement.
Responsibilities:

EXPERIENCE & ATTRIBUTES

• 2-3 years HR experience in a support role for application of Talent Management or Organizational Development competencies.
• Excellent facilitation, coaching, and presentation skills. Bi-lingual in English / Spanish preferred.
• Ability to analyze data, identify trends, and develop actionable insights.
• Creative thinker with an initiative-taking approach to problem-solving and continuous improvement.
• Drive Results and act to surpass goals, seizing opportunities to push the envelope.
• Promote collaboration across business units. Develop an explicit understanding of which relationships are most important to the organization and its stakeholders and build a network prioritizing these relationships.
• Solid proficiency in Microsoft Excel & Power Point required. (pivot tables, chart generation, VLOOKUP is a major plus)
• Experience with Power BI or similar program to generate KPI dashboards/reports, strongly preferred.
  

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• Succession Planning

• Support the coordination of talent assessments and succession planning initiatives to identify top tier talents and enhance the bench strength of the organization.

• Assist in facilitation of succession planning discussions and reviews on a biennial basis.
• Build & maintain tools that allow tracking of metrics and KPIs that allow leaders to make more objective talent assessments.

• Coach managers & HRBPs during the Individual Development Plan process.

Learning& Development

• Administratively support training programs’ content, including participant materials, activities, and tools for organization-wide learning interventions.
• Prepare and maintain appropriate metrics to evaluate the effectiveness of OD interventions and report findings to the key stakeholders.

• Participate in the conception of policies and procedures to support talent programs for managers and employees.

Performance Management

• Assist in developing and supporting performance tools, processes, and programs, ensuring a connection between individual contributions and compensation awards.
• Work closely with HR and business leaders to evaluate and support the needs of the business and ensure the alignment between individual and organizational goals by building a robust goal setting process.
• Develop communication tools to support the implementation of the annual performance management process and to guide managers and employees during the performance review cycle.

• Coach managers on creating a continuous feedback culture that supports employee growth and development.

Engagement & Culture

• Partner with HR to analyze feedback from engagement and pulse surveys and develop interventions to boost employee engagement and retention.
• Support the development programs to support employees’ professional development, career pathways, and advancement opportunities.