Sr Director of Talent & Organizational Effectiveness

Patterson Companies, Inc.•Saint Paul, MN

29d

About The Position

Patterson isn't just a place to work, it's a partner that cares about your success. One of the distinguishing marks of our company is the talented people who embrace the people-first, always advancing, and results-driven culture. Professional growth abounds in this motivating environment. We value the diverse talents and experiences our employees bring to Patterson and believe that they build a stronger and successful organization. The Sr Director of Talent & Organizational Effectiveness is a strategic enterprise leader responsible for designing and executing strategies that enhance organizational performance, leadership capability, and workforce engagement. This role drives a cohesive approach to Talent Management with emphasis on the following areas: enterprise change management, leadership development, learning and development, performance, succession and employee listening strategies. As a trusted advisor, the Director partners across HR, Talent teams, business units, and executive teams to build systems and programs that align people, culture, and business strategy—ensuring the organization has the leadership and talent required to achieve long-term success. Essential Functions Lead the design and implementation of an integrated Talent Management strategy that aligns talent, learning, and change capabilities with business objectives. Partner with HR Business Partners and HR VPs to assess organizational needs and deliver scalable, high-impact development and change initiatives. Serve as a thought partner to leadership in shaping enterprise culture, organization design, and strategic workforce priorities. Enhance and operationalize an enterprise-wide change management framework, tools, and capability-building strategies. Lead and scale up the organization change management team to perform at the enterprise change management level. Design and deliver leadership and manager development strategies that strengthen the leadership pipeline from emerging leaders to executives. Partner with leaders and HR partners to define leadership expectations and integrate them into talent management processes. Lead the creation and execution of enterprise leadership development programs, assessments, and coaching initiatives. Oversee the design, delivery, and governance of enterprise learning programs, ensuring alignment with strategic goals and capability needs. Lead a team of learning professionals in applying modern instructional design methods, including blended learning, experiential programs, and digital learning solutions. Leverage data and technology to evaluate learning effectiveness and enhance learner engagement. Talent Development & Management Develop and implement comprehensive talent management programs aligned with organizational goals Develop and implement enterprise talent development strategies, including succession planning, high-potential identification, and career pathing Implement and refine talent frameworks that promote mobility, diversity, and leadership bench strength. Lead enterprise employee listening and engagement strategies to gather meaningful insights into the employee experience. Translate data into actionable recommendations that enhance culture, inclusion, and performance. Consult with leaders on organizational health, engagement trends, and interventions that drive continuous improvement Comply with Company and department policies and standards; performs other duties as assigned People Management Accountable for team staffing and managing direct reports to include development, performance management, goal setting, and other managerial duties Ensures direct reports are aware of and follow ethical business practices and Company’s Code of Conduct to maintain a supportive and productive working environment.

Requirements

Bachelor's Degree in Organizational Development, Human Resources, Psychology, or related field or equivalent education and/or experience
12 years progressive experience in Organization Development, Learning & Development, or Talent Management, including 6+ years in leadership roles.
Experience leading and developing high-performing teams and vendor partnerships.
Proven track record of leading enterprise-wide initiatives that build leadership capability, improve engagement, and drive measurable business results.
Expertise in change management frameworks (e.g., Prosci, Kotter, AIM), leadership development, and talent management processes.
Strong facilitation, consulting, and coaching skills with the ability to influence senior leaders and drive alignment across complex organizations.
Strong understanding of talent management, development, change management and retention strategies
Ability to use and analyze data in decision making
Excellent communication, strategic thinking, and program design skills.
Communicate/Hearing Frequently
Communicate/Talking Frequently
Learn New Tasks or Concepts Frequently
Make Timely Decisions in the Context of a Workflow Frequently
Complete Tasks Independently Constantly
Maintain Focus Constantly
Remember Processes & Procedures Constantly
Stationary Position (Seated) Constantly
Vision Constantly

Nice To Haves

Experience in applying organization design principles
Experience in developing and implementing succession planning and talent management practices across a complex organization

Responsibilities

Lead the design and implementation of an integrated Talent Management strategy that aligns talent, learning, and change capabilities with business objectives.
Partner with HR Business Partners and HR VPs to assess organizational needs and deliver scalable, high-impact development and change initiatives.
Serve as a thought partner to leadership in shaping enterprise culture, organization design, and strategic workforce priorities.
Enhance and operationalize an enterprise-wide change management framework, tools, and capability-building strategies.
Lead and scale up the organization change management team to perform at the enterprise change management level.
Design and deliver leadership and manager development strategies that strengthen the leadership pipeline from emerging leaders to executives.
Partner with leaders and HR partners to define leadership expectations and integrate them into talent management processes.
Lead the creation and execution of enterprise leadership development programs, assessments, and coaching initiatives.
Oversee the design, delivery, and governance of enterprise learning programs, ensuring alignment with strategic goals and capability needs.
Lead a team of learning professionals in applying modern instructional design methods, including blended learning, experiential programs, and digital learning solutions.
Leverage data and technology to evaluate learning effectiveness and enhance learner engagement.
Develop and implement comprehensive talent management programs aligned with organizational goals
Develop and implement enterprise talent development strategies, including succession planning, high-potential identification, and career pathing
Implement and refine talent frameworks that promote mobility, diversity, and leadership bench strength.
Lead enterprise employee listening and engagement strategies to gather meaningful insights into the employee experience.
Translate data into actionable recommendations that enhance culture, inclusion, and performance.
Consult with leaders on organizational health, engagement trends, and interventions that drive continuous improvement
Comply with Company and department policies and standards; performs other duties as assigned
Accountable for team staffing and managing direct reports to include development, performance management, goal setting, and other managerial duties
Ensures direct reports are aware of and follow ethical business practices and Company’s Code of Conduct to maintain a supportive and productive working environment.