Director, Organization Effectiveness, Talent Development & DEI

Jill Acquisition LLC • Quincy, MA

1d • Hybrid

About The Position

The Director, Organization Effectiveness, Talent Development & DEI’s overarching purpose is to ensure that the J.Jill vision, mission, and values that drive our decisions and our success remain the hallmarks of our vibrant and unique culture. In this effort, the Director, Organization Effectiveness, Talent Development & DEI will design and execute enterprise-wide initiatives that drive employee attraction, engagement, continuous learning and development, and retention while aligning leaders and associates to the organization’s short and long-term business objectives and celebrate the diversity of our organization. This role will lead enterprise organizational development and effectiveness, talent and leadership development/coaching, learning, performance management, change management and DE&I. In addition, this role will have responsibility for overseeing our employee communications efforts in partnership with CHRO. The successful leader will build the quality and depth of our talent by identifying top performers at all levels and creating metric-based individual career growth plans to cultivate future leaders.

Requirements

• Experienced Pioneer: Ideal candidate has high energy and embraces innovation, creativity, and adventure.
• Respected Leader in the Field but not satisfied with stagnation. Strong command of the best practices in succession planning, performance management, organizational development, executive coaching, program development, culture building, change management and DEI.
• Powerful success stories of developing executives to their full potential, building an enviable, productive culture, leading an organizational or performance management redesign, etc.
• Influencer: high degree of emotional intelligence, with the ability to use influence - not authority – to inspire and get the best out of others.
• Builds relationships and wins trust easily.
• Pursues Excellence and Continuous Improvement: demonstrates tenacity, resilience, conviction, and a willingness to go the distance to get something done with excellence.
• Proven ability to work in an environment that requires building processes, materials and systems.
• Has initiated and facilitated large-scale change initiatives and promoted a culture that fosters professional development and inspires personal performance.
• Proactive and Strategic: acts without waiting to be told what is needed and is comfortable and excited to propose new ideas and initiatives to many different audiences, including the company’s senior management team.
• Efficient and Effective: produces significant output with minimal fanfare or hand wringing and with minimal resources. Leverages HR team and ‘deputizes’ employees and leaders to support implementation of key programs.
• Detail oriented, proven project management capabilities and excellent problem-solving skills.
• Agile, Decisive, Energetic and Confident: able to move quickly and take an assertive stand without being abrasive.
• Excellent presentation, speaking and communication (verbal and written) skills with the ability to communicate and influence across the organization.
• Ability to guide discussion to resolution while mitigating conflict. Experienced working with and coaching C-suite executive staff (C-suite level) and building successful relationships with demonstrated outcomes.
• 7+ years’ experience in leading talent and organizational development efforts within a high-growth organization.
• Bachelor’s Degree in a relevant field (i.e. Leadership, Organizational Behavior, Industrial/Organizational Psychology etc.) required, advanced degree preferred.
• Experience implementing and using various LMS solutions and other curriculum design/building tools.
• Prior experience supporting and/or leading DEI initiatives within a company environment.

Nice To Haves

• Executive Coaching/Organizational Design Certification preferred but not required.
• Certification in a variety of talent assessments preferred but not required.

Responsibilities

• Builds and executes Talent and Organizational Development Roadmap: Partners with senior leadership on setting near and long-term talent and organizational development strategy and goals.
• Develops ongoing process for evaluating and regularly reviewing our organization’s structure. Partners with HR Business partners in ensuring architecture aligns with growth and business evolution.
• Serves as Strategic Partner to leaders in partnership with HRBP on topics such as engagement, performance management, development, and organizational design to ensure the highest quality outcomes.
• Builds a Culture of Learning and Continuous Feedback: Ensure that developmentally focused conversations are the oxygen flowing throughout the entire organization.
• Delivers programs, tools and experiences that engage and inspire our team at all levels and that drive a culture of learning and accountability.
• Strategically aligns talent management and learning and development programs with the organization’s objectives and employees’ personal goals and growth.
• Oversees the design, implementation and measurement of highly effective, results-driven learning and development strategies that enhance organizational performance.
• Partners closely with HR leadership to ensure initiatives are well organized around central strategies and goals.
• Protects and strengthens the Cultural DNA: Ensures that decisions, programs, and processes are embedded with the company’s vision and mission and consistent with our commitment to diversity and inclusion.
• Leads immersive and experiential change leadership and cultural transition programs for the organization in support of building a growth mindset.
• Drives Organizational Excellence: Develop, lead, and manage an executive coaching program that will ensure that the company’s leaders are learning and applying the latest business methodologies and best practices necessary to lead in a quickly evolving environment.
• Provides executives with leadership assessments and consultative feedback on ways in which they can develop new knowledge, skills, and abilities.
• Guides Succession Planning Efforts: Implement talent processes to effectively manage succession planning and long-term projections of leader vacancy needs. Engage the most senior stakeholders in the organization to help define the emerging/high potential talent and their corresponding learning needs.
• Drives All Activities Associated with the Performance Management Cycle (i.e., goal setting, mid-year reviews, and development planning, year-end reviews). Develop a variety of training materials, tools and resources to support the transformation of our performance management cycle including the evaluation of the company’s technology platform and work in concert with our Business Partner team on the implementation of these initiatives.
• Supports and activates diversity, equity and inclusion efforts in partnership with Employee Resource Groups and DEI Council.
• Ensures we create consistent, value-added employee communications programs and partner with our Marketing team on initiatives that cross from corporate/internal communications and consumer communications.
• Drive all activities associated with engagement, including design and execution of organization-wide engagement surveys and action planning.
• Oversees recognition program for corporate associates.
• Comply with all company policies, procedures, and SOPs.
• Perform other duties as directed by Supervisor.

Benefits

• Bonus eligible and flexible hybrid work arrangements.
• 401(k) retirement plan with discretionary match and tuition reimbursement.
• Medical, dental, vision, company paid LTD/STD, and generous amount of paid time off.
• Office includes amenities such as a café, fitness center, free parking and Red Line shuttle.
• Generous associate discount; group discounts on auto, pet and homeowner insurance.
• Discount Marketplace for travel, consumer products, food, auto buying, etc.
• Associate resource groups.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 1,001-5,000 employees