Manager, Organizational Effectiveness
Brown Shoe - St. Louis, MO

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For consideration, please apply by February 28th, 2013

The Organizational Effectiveness Manager will manage, design, and implement programs and projects supporting organizational development and performance. Responsibilities include successful execution of talent readiness and performance management processes and initiatives. In the context of company and business strategies, you will analyze relevant performance and development trends and create executive quality presentations that help business leaders understand their talent. This individual will also own the assessment and feedback process, supporting the goal of developing talent as a critical component in accomplishing business goals.

Position Accountabilities:

Ensures a performance measurement process that aligns to help achieve organizational strategy:
  • Management of process to ensure individual performance aligned with organizational strategy
  • Create and monitor effective utilization of tools and culture of high performance, while providing a corporate platform for meaningful feedback and dialogue about performance and development.
  • Manage the organization's performance management process including: process development, process implementation, ongoing maintenance, and partnership with HR Learning to create training as needed. Work with HR Partners to identify success measures, monitor and evaluate programs and interventions on individual and organizational level
Ensures visibility to the readiness of the organization’s talent to achieve its strategies through:
· Management of data and trends to provide accurate description of talent both internally and externally
· Management of the TRR operational and strategic processes to ensure the organization is delivering on talent needs to meet organizational strategies
Ensures alignment of language and processes to ensure organizational effectiveness
  • Develop behaviors tied to mission, vision, values of the organization that is designed to drive organizational performance
  • Identification of processes in need of change, talent implications based on capability requirements and creation of processes and tools to identify new capabilities/competencies/skills to assess individual and organizational performance
Assures an Assessment strategy and process that considers business and cultural needs in evaluating potential, and delivers assessment results in a useful way to individuals, teams and the organization

Profile Accountabilities

Assures high performance and customer focus from all direct reports for cross-functional impact by: *
  • Motivating and inspiring team to achieve their highest potential
  • Providing ongoing coaching and performance feedback
  • Providing the opportunities and tools direct reports need to grow and gain the skills and knowledge needed to realize their potential
  • Attracting talent and selecting high caliber people of diverse cultures, backgrounds and experiences from both inside and outside of the organization
  • Delegating authority and encouraging staff to take calculated risks
  • Adapting style to capitalize on different talent
Assures effective management of change to reach functional and organizational goals by:
  • Translating operating plans into understandable and executable goals
  • Proactively developing inter-functional and intra-divisional relationships
  • Demonstrating creativity by breaking norms and generating ideas
  • Replicating successful endeavors and practices
Assures a collaborative environment that fosters and values partnerships, diversity, and trust by:
  • Demonstrating a passion for meeting customer needs and exceeding customer expectations
  • Exhibiting selflessness by helping others become more successful in their roles
  • Sharing talent resources to create or improve business results
  • Actively seeking the ideas of others and valuing differing perspectives
  • Building trust by communicating honestly, directly, and candidly
*Applicable for supervisors only

Position Essential Functions
·
Partner with HRIS & HCM team to gather internal talent data to address current state of talent and talent needs
· Monitor external talent data and trends to mitigate internal talent risks
· Partner with talent management to understand current and future talent needs in order to prepare for operational Talent
· Readiness Review (TRR) meetings with each division
· Assess Performance Management Process (PMP) to ensure alignment of individual objectives with organization goals
· Continuously review process, tools, and system of Performance Management to ensure alignment with performance philosophy and make adjustments accordingly
· Creation and ongoing evaluation of process, tools, resources, and system training in order to implement and ongoing maintenance of performance management process
· Manage Performance Management Process (PMP) and Professional Development Process (PDP) throughout the year to ensure 100% completion for each associate in every division
· Partner with Talent Management to identify key metrics for all job descriptions including profile and position accountabilities
· Identify key behaviors associated with values in order to incorporate into associate measurement of performance
· Identify talent metrics used in TRR meetings to increase divisional awareness of talent and adoption of metrics
· Evaluation of company behaviors every 2-3 years to ensure alignment with organizational strategy
· Ongoing evaluation of all talent strategy processes to ensure alignment with organizational strategy
· Create a feedback delivery plan that ensures feedback is provided to individuals in a timely manner. Deliver assessment feedback as needed
Position Specifications
Educational Preference:

Masters Degree in Organizational Psychology, Human Resources, Business Administration or related field of study required

Job Experience:
·
5+ years in an Organizational Effectiveness/Organizational Development capacity
· Basic statistical analysis skills
· Proven ability to build strong relationships and work effectively in a highly matrixes environment
· Program / project management skills that include engaging perspectives from multiple stakeholders, keeping people
informed, driving to closure and/or ensuring ongoing viability of initiative
· Excellent written and verbal communication skills; able to quickly and concisely get points across
· Ability to translate data into a story: pulling out salient points and organizing into easily interpreted graphs/charts
Computer Experience:

Ability to work comfortably in Word, Excel and PowerPoint

About this company
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There's no business like the retail and wholesale shoe business for Brown Shoe Company. Brown Shoe operates about 1,100 value-priced...