Senior Organizational Performance Specialist - IT

Enterprise Holdings•Clayton, MO

19h•Hybrid

About The Position

Enterprise Mobility is a leading provider of mobility solutions, owning and operating the Enterprise Rent-A-Car, National Car Rental and Alamo Rent A Car brands through its integrated global network of independent regional subsidiaries. Enterprise Mobility and its affiliates offer extensive car rental, carsharing, truck rental, fleet management, retail car sales, as well as travel management and other transportation services, to make travel easier and more convenient for customers. Privately held by the Taylor family of St. Louis, Enterprise Mobility together with its affiliate Enterprise Fleet Management manages a diverse fleet of 2.4 million vehicles and accounted for nearly $39 billion in revenue through a network of more than 9,500 fully-staffed neighborhood and airport rental locations in more than 90 countries and territories. At the center of it all, our dedicated IT teams innovate, design and develop the technology that is redefining how customers rent, buy and share vehicles from our family of brands. As a Senior Organizational Performance Specialist, you will partner with the IT organization to provide strategic and consultative support that enhances organizational effectiveness. This role focuses on improving leadership and team effectiveness, strengthening talent depth, and aligning skills to organizational needs. You will collaborate with leaders and peers to assess talent priorities, design and implement solutions, and drive continuous improvement. Success in this role requires demonstrated expertise in talent review, performance calibration, succession planning, group facilitation, and program innovation, as well as a strong understanding of an IT environment. The ability to build effective partnerships with IT leadership and Workforce Services stakeholders, paired with strong communication and influencing skills, is essential.

Requirements

Experience with supporting change management initiatives including organizational change and design
Reputation for building relationships, positive impact, interpreting data, flexibility and driving change
Self-starter who can work independently, virtually, and in collaboration to achieve goals
Ability to work in ambiguity and complexity, is flexible and agile, and able to adapt to changing business environment and client needs
Strong analytical skills
Strong communication skills & facilitation skills with any size audience
Must be presently authorized to work in the U.S. without a requirement for work authorization sponsorship by our company for this position now or in the future
Must reside in St. Louis, Missouri, or immediate surrounding area
Must reside in the United States (does not include Alaska or Hawaii)
Must be able to work a schedule within U.S. Central Standard Time core business hours.
Must be committed to incorporating security into all decisions and daily job responsibilities
5+ years of professional experience in roles focused on talent management, talent reviews, succession planning, and using talent pipelines to support organizational performance
Must have experience in one or more of the following areas: Organizational Development, Talent Management, and/or Strategic HR Support
Must understand the Information Technology function, and have experience partnering with and supporting an IT organization
Must have demonstrated experience providing consultation to managers and leaders of all levels (front line to executive)

Nice To Haves

Bachelor’s degree in human resource management, Industrial Organizational Psychology, Organization Development, or related field
7+ years of related experience is preferred
Experience working for a global company is preferred
Experience working with internal talent mobility or career development programs is preferred

Responsibilities

Assess organizational structures, roles, and capabilities to ensure alignment with business strategy and evolving priorities
Partner with leaders to diagnose organizational and talent challenges and recommend practical, data driven interventions
Support workforce planning initiatives, including role clarity, spans of control, succession depth and change readiness
Coach leaders on performance differentiation, talent decisions and effective people leadership practices
Facilitate talent review and succession planning processes to identify high‑potential talent, capability gaps, and development priorities
Synthesize discussion outcomes and talent data into a holistic view of organizational talent health and bench strength
Build and sustain a strong internal talent pipeline for critical roles, in partnership with IT leaders
Partner with Talent Acquisition, Talent Development, and HR to align pipeline strategies across the talent cycle
Lead performance calibration processes to ensure fairness, consistency, and alignment with IT’s performance philosophy
Leverage talent and performance data to generate insights, inform decisions and recommendations
Continuously improve talent and performance processes for scalability, inclusivity, and business impact
Stay current on external research and best practices evaluate and apply relevant insights to strength organizational effectiveness