Director, Talent Management and Organizational Effectiveness

Thrivent•Minneapolis, MN

About The Position

The Director of Talent Management and Organizational Effectiveness ensures the organization is structured, led, and equipped to execute its strategy by shaping enterprise-wide organizational effectiveness, strengthening leadership capability, and maturing talent systems. This role drives change leadership across the business, helping leaders and teams adopt the mindsets, behaviors, and ways of working required for transformation. It also ensures the organization has the right talent and critical capabilities—now and in the future—by building strong leadership pipelines and advancing talent practices that support long term strategic success. This Director role will be focused on influencing without authority, getting results through the actions of others, driving capability, maturity and consistency across the executive leadership teams. DUTIES & RESPONSIBILITIES: This role is a significant change leader focused less on process, systems and practice, and more on activities which cultivate change and the right leadership behaviors, through communication, influence and systems thinking. This role leads the enterprise strategic organizational design to enable Thrivent to meet the needs of the now and the future. (org structure, spans & Layers, right leadership roles/ levels). Define and drive consistent and pragmatic practices related to strategy, evaluation, and execution of organizational changes that require the development of a business case. This may include changes that result in reductions-in-force, job eliminations, shifts in scope and/or responsibilities, and/or reporting relationships, and involuntary exits. As a trusted advisor, the Director partners across HR, Talent teams, business units, and executive teams to build programs, capability and implementation that align people, culture, and business strategy—ensuring the organization has the leadership and talent required to achieve long-term success. Lead the design and implementation of an integrated Talent Management strategy that aligns talent, learning, and change capabilities with business objectives . Serve as an a dvisor to leadership in shaping enterprise culture, organization design, and strategic workforce priorities. Enable HR Business Partners and HR VPs to assess organizational needs and deliver scalable, high-impact development and change initiatives. Facilitate and integrate leadership development strategies that strengthen the leadership pipeline. Define leadership expectations and integrate them into Performance Management Product processes. Lead the creation and execution of enterprise leadership assessments, and coaching initiatives that drive impact of changes of behavior, readiness for role consideration, and feedback. Lead enterprise talent assessment, talent review, and succession planning practices to ensure robust talent pipelines for the future and drive measurable business results. Influence senior leaders on organization design, talent strategy, and large scale change initiatives. Integrate Inclusive Culture best practices throughout talent management and organizational effectiveness processes, systems and programs. Produce high quality executive summaries and reports with actionable insights to support strategic talent planning discussions at division and enterprise levels. Conduct program evaluation, analysis, and reporting of talent management initiative metrics and outcomes. Drive continuous improvement based on metrics and stakeholder feedback to maximize effectiveness. Recruits, develops, and sustains a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization. Models Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes. Supports and/or develops an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to our clients.  Shapes and/or supports a culture that represents the Thrivent purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with its clients.

Requirements

Bachelor’s Degree
At least 5 years of experience in implementation of talent management practices, with proven track record of success, and progressive growth of expertise and responsibility
At least 8 years of progressive experience leading direct and matrix teams, and leading large-scale complex initiatives
Experience in the areas of business partnering, organizational design, business case development, talent planning, succession planning, and organizational change
Demonstrated success in applying fresh, innovative thinking, data-driven and a growth mindset to complex challenges/problems resulting in high impact outcomes
Strong business and people acumen, as well as consulting, and facilitation skills
Demonstrated ability to ramp up quickly and operate in a changing environment; developing realistic, agile solutions that can be adjusted and scaled as
Collaborative team player able to challenge the status quo while building effective partnerships with key stakeholder s
Extensive experience influencing stakeholders at all levels of the organization
Knowledge/Skills/Abilities Strong track record of serving as a trusted advisor to senior leaders on organization design, workforce transformation, and large scale change
Expertise in talent management practices (talent assessment, career development, talent review, performance management, succession planning, etc )
Strong business acumen, ability to connect the dots, identify strategic business priorities and drive meaningful impact in pragmatic and sustainable ways
Strategic thinker with strong conceptual ability, coupled with a proven track record of executing initiatives with excellence
Analytical thinking, skilled at deriving insights from data and conceptualizing strategies to address business-critical talent issues
Ability to maintain utmost professional discretion and confidentiality
Exceptional communication and influencing skills
Ability to build trusted relationships with senior business leaders, HR colleagues and other key stakeholders
Ability to effectively work under pressure and manage competing priorities
Collaborative thought leader and change agent
Able to challenge the status quo while building effective partnerships with key stakeholders
Continuous learner of latest thinking
Able to innovate and integrate emerging best practice with discernment of best fit for the organization

Nice To Haves

Master’s Degree in a related field preferred ( e.g. human resources, organization development, psychology, MBA, etc )
Experience in other human resource roles (HRBP, talent analytics, HR operations, leadership development, etc ) preferred
Formal training and certifications in HR, talent assessment, coaching, talent management, change management, or leadership development preferred. Examples: SPHR/PHR/SHRM-CP/SHRM-SCP , P ROSCI Change Certification

Responsibilities

cultivate change and the right leadership behaviors, through communication, influence and systems thinking
lead the enterprise strategic organizational design to enable Thrivent to meet the needs of the now and the future
Define and drive consistent and pragmatic practices related to strategy, evaluation, and execution of organizational changes that require the development of a business case
partners across HR, Talent teams, business units, and executive teams to build programs, capability and implementation that align people, culture, and business strategy
Lead the design and implementation of an integrated Talent Management strategy that aligns talent, learning, and change capabilities with business objectives
Serve as an a dvisor to leadership in shaping enterprise culture, organization design, and strategic workforce priorities
Enable HR Business Partners and HR VPs to assess organizational needs and deliver scalable, high-impact development and change initiatives
Facilitate and integrate leadership development strategies that strengthen the leadership pipeline
Define leadership expectations and integrate them into Performance Management Product processes
Lead the creation and execution of enterprise leadership assessments, and coaching initiatives that drive impact of changes of behavior, readiness for role consideration, and feedback
Lead enterprise talent assessment, talent review, and succession planning practices to ensure robust talent pipelines for the future and drive measurable business results
Influence senior leaders on organization design, talent strategy, and large scale change initiatives
Integrate Inclusive Culture best practices throughout talent management and organizational effectiveness processes, systems and programs
Produce high quality executive summaries and reports with actionable insights to support strategic talent planning discussions at division and enterprise levels
Conduct program evaluation, analysis, and reporting of talent management initiative metrics and outcomes
Drive continuous improvement based on metrics and stakeholder feedback to maximize effectiveness
Recruits, develops, and sustains a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization
Models Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes
Supports and/or develops an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to our clients
Shapes and/or supports a culture that represents the Thrivent purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with its clients