Organizational Development Manager (BPL Coach) – Chicago

I. Organizational Development Manager Job Summary

*Nationwide Opportunities

Assess, coach and implement developmental coaching to region specific leadership on improving business results by examining all impacts into those results (i.e. employee engagement, work processes, staffing and talent management, compensation, culture and environment, etc.)

Assist and be accountable for Breakthrough Performance Leadership (BPL) implementation and sustained behavioral change in partnership with Group Leadership, Human Resources, BPL Leadership team and external resources to achieve key project and BPL milestones and optimal business results.

II. Essential Duties and Responsibilities include the following. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other minor duties may be assigned.

• Coach Market Area and District Leadership in addressing and resolving business strategy, work process, and resource deployment issues at the individual, team and organizational levels.
  
• Facilitate assessment of key business issues (safety, productivity, customer service, sales generation, operational excellence, etc.) and opportunities using multiple data sources. Moves the client or situation forward using BPL methodologies to facilitate cultural change.
  
• Responsible to train internal clients on concepts, processes, tools, and techniques that will encourage employee involvement and engagement.
  
• Responsible to create a supportive coaching environment, while promoting discovery, clarity, commitment and action to new behaviors that improve personal, team, and organizational results.
  
• Responsible to develop the individual, team, and/or organization’s ability to model behavior that facilitates improved business results, while training those affected how to sustain behavioral and cultural change.
  
• Identify, intervene and resolve issues occurring during BPL implementation and sustainment, accessing appropriate resources and tools needed for resolution and improvement.
  
• Participate as a member of the community of BPL Coaches, sharing best practices, supporting implementation in other Market Areas, and driving standardization and continuous improvement.
  
• Communicate and distribute status information as necessary to Leadership and Implementation teams.
  
• Engage individuals, teams, district and Market Areas as a whole to continuously reach the next level of organizational health and performance.
  
• Serve as a Subject Matter Expert with the BPL Continuous Improvement Process tools
  
• Decide on the appropriate interventions required to move the organization, teams and individuals to higher levels of performance.
  
• Decide how to hold accountability in balance maintaining focus on what is important, while allowing the client to remain responsible for the actions.
  
• Decide on the tools and training that best align with the business solutions.
  
• Decide on the pace of BPL implementation in the Districts.
  
• Decide on how to facilitate learning and results of BPL on business.
  
  III. Supervisory Responsibilities
  Even though this job does not have direct supervisory experience, the position is required to coach and mentor managers and supervisors on a daily basis.
  
  IV. Qualifications
  The requirements listed below are representative of the qualifications necessary to perform the job.
  
  A. Education and Experience
  
  Required: Bachelor’s Degree (Masters Preferred), in Human Resources, Business Administration or similar area of study, and 7+ years previous experience in Sr. Human Resources/Organizational Development Role
  
  Additional Required Experience:
  
• Facilitation- Significant experience in structured process facilitation, group problem solving and training facilitation
  
• Business Partner- Demonstrated experience as a Business Partner acting as an advisor within strategic visioning and decision making discussions
  
• Training and Development- Experience conducting needs assessments or following a formal process to implement an individual or group/team development plan
  
• Organizational Development and Change- Leadership role in an initial change initiative, process or experience with a foundational understanding of the change management concept
  
• Experience advising individuals and teams on how to model behavior that facilitates overall system-wide improved business results
  
• Continuous Improvement Processes- Experience with problem solving tools and methodologies that facilitate improvement in business performance and optimize the problem solving process
  
• Proven experience developing trusted and respectful coaching/mentoring relationships with peers and superiors, while possessing an ability to influence and overcome and anticipate objections within the development process
  
  Additional Required Knowledge:
  
• Foundational understanding of what steps or concepts help develop a coaching relationship.
  
• General understanding of business processes and their relation to the organization’s performance.
  
• Broad understanding (through research and experience) of a wide variety of management related topics, i.e. employee engagement, performance management, compensation, team building, motivational theory, change management, time/meeting management, budgeting, adult learning theory, succession planning, systems theory, and budgeting/business modeling.
  
  
  Desired Experience
  
• Experience in ''Train the Trainer'' facilitation techniques and tools
  
• Experience in intervention techniques that best promote optimal employee engagement
  
  B. Certificates, Licenses, Registrations or Other Requirements
  
  None required.
  
  C. Other Knowledge, Skills or Abilities Required
  
  
• Adaptable:
  A flexible person who can stay productive by quickly responding when the demands of the moment are pulling you away from your plans.
  
• Analytical:
  Must see proof in the data and get to the root cause. Uses facts to find connections and patterns and determines how they relate to each other.
  
• Communication:
  Find it easy to put thoughts into words. Ability to communicate effectively at all levels of the organization.
  
• Developer:
  Able to recognize and cultivate the potential in others.
  
• Empathy:
  Can sense the feelings of other people by imagining themselves in their situation. Able to share other perspectives, even if you do not believe in them.
  
• Individualization:
  Intrigued with the unique qualities of each person. Ability to figure out how people who are different can work together productively.
  
• Maximizer:
  Able to focus on strengths as a way to stimulate personal and group excellence. Capable of turning something strong into something superb.
  
• Strategic:
  Must identify and prioritize improvement, and be able to create the most valuable alternative ways to proceed.
  
• Strong influencing skills/very persuasive
  
• Ability to co-create the coach relationship to facilitate trust and openness, and establish a coaching agreement based upon the relationship parameters.
  
• Possesses and utilizes emotional intelligence (personal, team, and organization wide), and demonstrates capabilities in self-awareness, self-reflection, and empathy and an understanding of personal leadership style and how to positively impact work based on this style.
  
• Ability to work with strong emotions surrounding sensitive areas without becoming overwhelmed/ enveloped by the client’s emotions.
  
• Strong planning, organization, and communication skills
  
  V. Work Environment
  
  Listed below are key points regarding environmental demands and work environment of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.
  ·May be required to travel up to 80% of the time in order to perform the essential functions of the job,
  ·Required to use motor coordination with finger dexterity (such as keyboarding, machine operation, etc) most of the work day;
  ·Required to exert physical effort in handling objects less than 30 pounds part of the work day;
  ·Required to be exposed to physical occupational risks (such as cuts, burns, exposure to toxic chemicals, etc) rarely;
  ·Required to be exposed to physical environment which involves dirt, odors, noise, weather extremes or similar elements rarely;
  ·Normal setting for this job is an office setting.
  
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