Job Type: Full-time
Location: Memphis, TN
Post Date: 1/1/1970
The Leader of Organizational Development and change is responsible for leading and supporting the “people gear box” enterprise wide. This role is a critical component in developing the organization’s culture and harnessing the skills of our employees more efficient. This role will work in systematic ways, using data and other sources of information to illuminate talent needs. They will partner with the appropriate stakeholders to develop plans and changes to enhance efficiencies and productivity. This includes, but is not limited to: (1) building a robust workforce planning model to educate and illuminate talent needs of the organization, identifying gaps, assisting in the development of plans to build organization strength and retain talent; (2) building and executing communication platforms strengthening the employee experience by developing brand equity and executing strong change management processes for the organization; and (3) partnering on other related talent programs such as developing training and certification programs for the hourly workforce; identifying and building college recruitment networks and internship programs, evaluating and executing alternate shift schedules, and developing and improving facility onboarding processes.
The position is a member of the Operations leadership team, reporting to the VP of Operations, but will coordinate with an Executive Steering Committee consisting of the CEO, CFO, VP Human Resources, and VP Operations (to whom the role reports). This position will partner closely with operations and human resources leaders to develop strategies, processes and programs that build a high-performance work culture, drive continuous improvement and sustained business results. The position is considered a key transformational change agent for creating an energized and empowered workforce while also laying the groundwork for employee career advancement and continued growth.
The Manager Organization Development will lead a team of two to three members responsible for Communication and Change Management Frameworks, Workforce Planning and People Data Analytics, Organization Development, and execution of talent related projects aligning with the business needs. The ideal candidate will have experience with readiness assessments, best practices and approaches to developing and implementing programs and learning opportunities, creating and illuminating needs with a data-driven approach. Previous experience with standardizing and documenting content for work processes, developing and executing change, and specialized hourly training and rotational programs. The position will provide feedback on Organization Development initiatives progress to the core leadership team. The leader will be evaluated for the successful implementation and realization of sustainable results, including program delivery and measurable progress against employee engagement, advancement, retention, quality and productivity.
Design, build and deliver robust, data-rich analyses and recommendations to executive leaders and other key stakeholders regarding talent landscape within the organization.
Develop organizational design recommendations.
Partner with key stakeholders to develop, lead and execute organizational change management strategies and plans.
Drive profitable change through end user adoption of common business practices and processes.
Design and develop communication tools and strategies and plans to build brand equity (both internal and external), provide connectivity, drive awareness and understanding of organizational priorities and changes, build employee confidence in direction and decisions, and promote changes in behaviors where needed.
Partner with the Director Sustainability to harness and leverage key initiatives building brand equity for internal and external stakeholders.
Contribute to develop and enhance the operations platform through workshops, team meetings, and other communication channels.
Work with manufacturing leaders to perform needs assessment and gap analysis for skills and competencies of the existing talent within the organization. Assist in the identification of areas we need to grow and develop talent, develop a plan to close gaps, and work with leaders to execute the appropriate plans.
Lead the design, creation and implementation of training, development and college recruitment/internship programs for the manufacturing facilities.
Execute on key operational projects within the people gear box that deliver improved employee experience and drive results for the organization.
Collaborate and partner with human resources on all talent platforms.
Work with manufacturing leaders, employees and consultants to evaluate current shift schedules and deliver alternate efficient schedules that increase our competitive advantage for attracting and retaining talent.
Partner with operational leaders to develop and execute a Pay for Skills/Certification program for hourly workforce.
Develop relevant metrics and dashboards to analyze and evaluate effectiveness of programs.
Develop and execute annual budget.
The successful candidate will:
PERSONAL SKILLS AND ATTRIBUTES:
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.
Evergreen Packaging is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, sex (including pregnancy), sexual orientation, religion, creed, age, national origin, physical or mental disability, gender identity and/or expression, marital status, veteran status or other characteristics protected by law.is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, veteran status, disability, sexual orientation, gender identity or national origin.
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