Share this Job

Director, Talent Management & Organizational Effectiveness

Date: Jun 8, 2021

Location: LAKE FOREST, IL, US, 60045-5201

Company: Grainger Businesses

The Company

W.W. Grainger, Inc., (NYSE: GWW) with 2020 sales of $11.8 billion, is North America's leading broad line supplier of maintenance, repair and operating products (MRO) and services, with operations also in Europe, Asia and Latin America. We are determined to keep the world working through innovative technology, solutions and deep customer relationships. More than 5 million businesses and institutions worldwide rely on Grainger for products in categories such as safety, material handling and metalworking, along with services like inventory management and technical support. These customers represent a broad collection of industries including commercial, government, healthcare and manufacturing. They place orders online, on mobile devices, through sales representatives, over the phone and at local branches. With over 75% of Grainger’s sales coming from digital channels, the company was ranked 11th in eCommerce in North America by Digital Commerce 360. More than 4,500 suppliers provide Grainger with 1.5 million products stocked in the company’s distribution centers (DC’s) and branches worldwide. Grainger employs approximately 23,000 team members across the globe. For more information on Grainger, visit invest.grainger.com.

 

The Opportunity

As a market-leading Fortune 300 company, Grainger is seeking a leader of Talent Management and Organizational Effectiveness to help us continue strengthening our talent pipeline and culture in support of our continued business growth.

 

Reporting to the Vice President of Talent, and as part of a team of 250+ HR professionals supporting approximately 25,000 colleagues, the Director, Talent Management and Organizational Effectiveness is responsible for the design, development and execution of strategic, high impact talent management practices including talent strategy, succession management, talent identification, review and development, performance management, assessment and competency management.  Additionally, the Director will also be responsible for Organizational Effectiveness work including culture development, enhancing our engagement practices and measurement strategy, and building tools in the areas of change management, organizational design, and team effectiveness.  As part of the Talent Leadership Team, this individual will be a key partner in delivering our overall talent vision, working closely with the VP of Talent, the HR Leadership Team and the Talent Leadership Team. 

This is an ideal role for an experienced talent leader and organizational effectiveness leader who is looking for their next opportunity in an environment where we are investing in our people and people practices.

 

Primary Responsibilities

  • Guide the process to enhance our talent vision and roadmap inclusive of talent plans aligned to different areas of the business, in partnership with business, HR and Talent leaders. 
  • Lead all talent management programs and processes to strengthen our diverse talent pipeline inclusive of succession management, talent identification, review and development, performance management, assessments, executive coaching, individual development planning and selection of internal and external development investments.
  • Partner with the HR Technology Team and the HR Analytics Team to ensure the system enables core talent management processes and efforts are managed with clear, visible metrics.
  • Build out our organizational effectiveness work to support our culture development inclusive of engagement practices, methodology and measurement strategy.
  • Create and deliver service methodologies and tools in the areas of change management, organizational design, and team effectiveness. 
  • Lead and develop a high performing, highly engaged team in the functional areas of Talent Management and Organizational Effectiveness.

 

Specific responsibilities by functional area

Talent Management

  • Bring expertise on the strategy, design and implementation of talent management programs and practices. 
  • Coordinate process to align talent to development investments inclusive of executive coaching, mentoring, internal and external programmatic development, exposure and rotation.
  • Partner with Diversity, Equity and Inclusion leadership to ensure bias is removed and mitigated in all talent management processes.
  • Partner with the HR Technology Team and the HR Analytics Team to ensure the system enables core talent management processes and efforts are managed with clear, visible metrics.
  • Refine enterprise talent processes inclusive of performance management, talent management and calibration, development planning, executive coaching and assessments.

Organizational Effectiveness

 

  • Build service offerings in the areas of change management, organizational design and team effectiveness with scalable solutions to support HR partners and leaders across the business.
  • Lead enterprise culture and engagement work including a continuous listening strategy throughout the team member experience.

Talent Strategy

  • Guide the process to enhance our talent vision and roadmap inclusive of annual talent plans aligned to different areas of the business, in partnership with business, HR and Talent leaders. 

Team Leadership

  • Provide the coaching, development and leadership to continue supporting a high performing, highly engaged, collaborative team that brings thought leadership in the areas of expertise.

 

The Candidate

  • A minimum of 10 years of experience crafting and leading talent management and organizational effectiveness practices and programs in a large organization.
  • Bachelor’s degree in business-related or organizational psychology major required, master’s degree preferred.
  • Strong leadership, people and organizational skills to lead, build and develop a highly effective team and expand our talent management and organizational effectiveness practices.
  • Demonstrated history designing, developing, communicating and executing talent and organizational effectiveness strategies, plans, programs, tools and resources.
  • Ability to bring thought leadership to talent management and organizational effectiveness with ability to build and articulate strategy through presentations and a willingness to roll up one’s sleeves and dive deep.
  • Ability to achieve goals through influencing, partnering and developing productive relationships with leaders across the HR function.
  • Well-developed analytical skills and problem-solving skills to ensure our programs are meeting the needs of the business.
  • Advanced interpersonal, listening and communication skills, including presentation and facilitation skills, and a track record of effectively communicating with and influencing at all levels, including providing critical feedback and the ability to help others navigate through difficult situations.

 

Grainger is an Equal Opportunity Workplace and an Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.