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Director, Talent and Organizational Development

Director, Talent and Organizational Development

Experience (Years) 

More information about this job

Position Overview

The Director is a key contributor to enabling organizational performance and effectiveness by developing/implementing strategies and programs to build organizational capacity and capability, strengthen individual skills and competencies, and drive a culture of high performance and continuous learning and improvement.  The Director is a member of the Human Resources Leadership Team and contributes to shaping enterprise-wide talent strategies and initiatives that aim to engage, align, develop and retain the necessary talent to achieve CR’s strategic goals.     

Qualifications Include

  • A bachelor’s degree in human resources or a related field and a minimum of 8 to 10 years of learning and organizational development experience, including hands-on training and facilitation, in a media, publishing or technology organization is preferred.
  • Adaptable, analytical and creative with strong communication skills. Able to present information and support decision making through effective data analysis, presentation and storytelling.  
  • Strong HR and business acumen with demonstrated success designing/delivering learning curricula including leadership development programs.
  • Excellent coaching, consultation and facilitation skills.  
  • Superior interpersonal and influencing skills. Ability to quickly establish and build effective partnering relationships and inspire trust. 
  • Strong project management skills and ability to manage multiple conflicting priorities while working with urgency in the midst of a significant business/organizational transformation.
  • Strong technical skills including PowerPoint and Excel. Experience with Google Suite is a plus.

Key Responsibilities

  • Assess the organization’s learning and development needs across all levels. Identify and prioritize mission critical skills.  Recommend, develop and implement customized learning strategies to meet near- and long-term capability/skill requirements to effectively execute CR’s strategy.  
  • Develop and implement the annual learning curriculum, ensuring organizational, departmental and individual development objectives are supported by a basic core curriculum. Recommend external vendors and programs to meet various needs.  Manage the implementation and communications of offerings. 
  • Partner with HR Business Partners to develop learning strategies. Determine when customized content is necessary and partner with management and vendors to design content and materials.
  • Serve as in-house facilitator for team building and other training as needed.
  • Lead/manage a talent review/succession planning process to identify top talent, determine readiness for advancement and skill gaps, and develop learning plans to build bench strength.
  • Deliver appropriate coaching and development feedback to help managers become more effective and progressive leaders. Provide individual coaching as needed. 
  • Serve as internal advisor to management and their HR Business Partners on performance challenges and guide appropriate learning and development strategies to accelerate performance. Coach managers to create development plans for staff designed to provide growth opportunities in role through on-the-job learning, special projects, formal training, etc. 
  • Lead the evolution of CR’s performance management philosophy and process to drive a culture of feedback and continuous learning and improvement. Recommend new strategies to optimize management time while ensuring regular constructive feedback for staff.  
  • Support the performance management and goal setting process each year by facilitating training, coaching, and providing process and system support.
  • Partner with HR specialists in talent acquisition, labor relations, and total rewards to provide talent solutions to attract, onboard, develop and retain talent.
  • Work with labor relations expert to design/deliver training for newly hired managers to orient them to CR’s collective bargaining agreement and obligations.
  • Work with talent acquisition to ensure a robust orientation/onboarding process for new staff.
  • Collaborate with total rewards to ensure alignment with the performance management process and rewards and recognition programs.