Organizational R&D Manager II Job in Atlanta, Georgia US
Organizational RD Manager II
Job Summary The Organization Development (OD) Manager develops and manages the execution of OD (e.g., performance consulting, change management, workflow processes, performance metrics, rewards, motivation, etc.) programs, projects, processes, and tools. He/She provides coaching and performance consulting to business unit managers. He/She identifies performance needs and determines appropriate non-training interventions and solutions. Other Duties Coaches and Consults with Business Unit Managers and Stakeholders Collaborates with business unit managers to assess needs and issues (e.g., processes, organization structure, etc.), to identify barriers and root causes, and to develop and implement solutions (e.g., process improvements, organization redesign, etc.). Collaborates with management and stakeholders to develop and implement communication and change management plans to support human capital interventions and to ensure effective transitions (e.g., process improvements, organization design, etc.). Consults with business unit managers and stakeholders (e.g., OD, HR, IE, Operations, etc.) in leveraging human capital to meet current and future business needs. Coaches and consults with business unit managers and stakeholders to identify skills and performance gaps, to address performance issues, and to recommend solutions (e.g., process improvement plans, etc.) for improving organizational performance. Develops and Implements OD Interventions, Programs, and Projects Develops and leads the execution of OD programs, projects, processes, and tools to ensure a high performance culture. Develops and leads the implementation of non-training interventions (e.g., change management, process improvements, metrics, rewards, etc.) to ensure business unit needs and performance goals are met. Develops and manages OD projects (e.g., analyses, research, scope, timelines, critical paths, resources, budget, etc.) to ensure objectives are achieved on time and within budget. Designs and leads the execution of change management programs to positively impact UPS's culture, beliefs, and behaviors. Provides Facilitation for Process Improvement and Planning Sessions Facilitates process design and mapping to ensure organizational capacity and efficiency are maximized. Facilitates functional and cross-functional groups in developing strategies and plans (e.g., strategic planning, change management, rewards, etc.) to drive high performance within the organization. Serves as OD subject matter expert to impact business results. Guides Development and Implementation of Assessments and Metrics Identifies and analyzes performance needs, issues, root causes, and solutions to improve individual, group, and organization performance. Identifies, develops, and communicates organizational performance measures to track performance and to support the organization in achieving its performance goals. Establishes and monitors metrics aligned to the balanced scorecard to ensure effectiveness and achievement of objectives. Identifies, evaluates, and monitors performance and OD metrics linked to business results to ensure effectiveness, achievement of objectives, and a positive return-on-investment. Collaborates with IE and Operations to develop performance measures and to support the business unit managers in implementing solutions. Manages and Develops Others Determines employees training needs to produce continuous development plans. Provides on-going feedback and support to improve performance. Conducts performance evaluations in a consistent, fair, and objective manner to encourage continuous performance improvement. Holds others accountable to established performance levels to achieve individual and group goals. Resolves individual and group performance issues in accordance with UPS's policies and procedures in a timely manner to motivate and foster teamwork. Preferred Competencies Advocates/Sells Ideas to Stakeholders - Uses facts, data and logic to generate compelling interest in ideas; persuades internal stakeholders to support ideas or take specific actions; follows through to secure sale, commitment or approval. Applies Organizational Cultural Knowledge - Applies knowledge of UPS informal and formal structures and relationships, climate, culture, and constraints to achieve business objectives. Assesses Business Needs - Identifies, measures, and monitors customer or business needs in order to make decisions and take appropriate actions. Coaches and Develops Others - Provides people with tools, knowledge, and opportunities to develop themselves. Determines employees training needs, works with employees to produce continuous development plans, and provides feedback and coaching to help employees develop in current roles and for future roles. Communicates Professionally - Presents ideas clearly both verbally and in writing so that others can understand. Listens attentively to others and tailors communications based on the audience. Presents a professional image when communicating with others. Designs and Develops Projects, Programs or Processes - Determines business requirements and creates project, program, and/or process designs. Develops components of a design or project and ensures components meet specifications. Integrates components into a working prototype or other defined output for testing. Facilitates Meetings - Conducts effective meetings with individuals from all levels of the organization by promoting open discussion, encouraging creativity, and building consensus and agreement. Summarizes others contributions and deals constructively with arguments or conflicts. Identifies Implications of Change - Identifies impact of events, such as restructuring of work or the release of new products and services, mergers, acquisitions, change of policies or processes, or disasters, on people or the organization. Recommends alternatives or solutions to decision-makers based on the changes brought by such events. Manages Change - Identifies and communicates with people potentially impacted by change, and maximizes their involvement. Uncovers and voices different perspectives of the change. Converts resistance into progress. Measures/Evaluates Performance and Results - Identifies desired performance outcomes including leading and lagging indicators; determines measures and associated measurement activities that identify level of goal attainment; sets meaningful, measurable goals; analyzes and assesses individual and business results to identify gaps and areas where performance can be improved. Provides Long-term Solutions - Reviews/analyzes information, identifies alternatives and contributes to decisions that will have a long-term impact on service, cost, or quality.