Job Description

Job Description As an HR leader, the Director of Organizational Development is responsible for enterprise-wide strategies to enhance leadership development across all levels of the organization (including Executive), supports the launch and sustainability of the cultural framework, and owns all parts of the talent development process (succession planning, performance management, and recognition). This role partners with senior leadership to design and implement initiatives that drive performance, employee engagement, and change readiness across the organization of 4,000+ retail locations and 50,000+ team members. This position is Hybrid (4 days in office, 1 day remote), based at our corporate headquarters in Raleigh, North Carolina. Flexibility for occasional travel may be required. Essential Duties and Responsibilities Collaboration with the team, HR Business Partners and Business Leaders to develop OD programs that Grow Talent, delivering on the promise of simple, tech-enabled, and equitability. Leadership Programs. Drive curriculum development and deployment over time, with an eye towards scalability, audience appropriateness, and timelessness. Owns development across the organization, including individual contributors up to bi-annual executive meeting agendas. Cultural Beliefs. Own Cultural Beliefs and Cultural Framework by activating all programs leveraging the Team Member Experience framework (Inspire, Serve, Grow) as the output of experiencing the culture. Ensures the successful launch, sustainment and embedding into all things Advance. Performance and Talent Management. Execute well-orchestrated, repeatable processes, including talent planning, succession planning, performance reviews, Top Talent management, slating, risk and retention analysis and support, etc., injecting process improvements over time and at the rate the business can consume them. Strategic Build. Achieve the 3-year roadmap for the continuous improvement strategy, including tech deployment, change management, and KPI achievement. This includes managing the ongoing TM engagement and manager effectiveness measures, with reporting to our Executive Committee. Change Management. Deliver exceptional change management for all programs and projects to facilitate understanding and adoption. Org Design. Develop an organizational design process and protocol for the organization by working with HR Business Partners to deploy and develop organization designs that deliver the goals of the business while sustaining current productivity goals. Frontline Support. Explore ways to achieve true career mobility for our hourly frontline workers. DEI. Lead all initiatives with a DEI lens, partnering with the DEI team on priorities. Qualifications Unyielding passion and drive for development and learning. Deep expertise in organizational development theories and methods with a proven track record of successful implementation and sustainable design. Ability to influence, without authority, across various levels within an organization, including influencing the C‑Suite to support our talent goals. Ability to work well, both independently and in collaboration with multiple partners, including collaborative development and leveraging of networks to accomplish objectives. Exceptional verbal and written communication skills with an ability to adjust one's style to meet the audience's needs, with an eye for clear, concise, and consistent communications. Excellent project management skills, ability to multi‑task and work to deadlines in a fast‑paced environment. Ability to properly track and show progress. Ability to listen effectively and express thoughts and opinions clearly and concisely. Ability to debate difficult concepts. Commands a strong presence with a flexible, clear and compelling communication style that carries weight with diverse audiences inside and outside the organization. Ability to adapt to new technologies, manage a multi‑generational workforce and work with varied cultures and business structures while identifying areas of commonality for shared processes, talent development and people‑related policies. Ability to translate data (I+D metrics, performance curves, statistical analyses and talent distributions) into impactful insights that drive solutions to complex problems across the organization. Participates in professional networks and/or stay up to date on current research to ensure awareness of social, economic, and regulatory trends that may affect the business and future talent strategies. Education and Experience Requirements Bachelor’s Degree and 8+ years progressive experience in Human Resources, with 4+ years of experience in organizational design and development in any capacity. Experience working in a Fortune 500, or other highly‑matrixed organization preferred. Workday experience highly desirable. Experience with partnering with IT on technical application deployments highly desirable. Supervisory Responsibilities This position will have one direct report. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran and basis of disability or any other federal, state or local protected class. 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