A highly profitable $6.5B organization with approximately 13,000 employees operating in the US, Canada, Mexico, Europe, Latin America, and Asia -- enabling more than 3 million people to own their own businesses. Company’s business strategy calls for doubling revenue globally by 2012, expanding in many international markets including Russian and China, accelerating product and service development with an eye on cost, and leveraging nutrition and organics in it’s products. To achieve that goal, the company is going through a transformation in many arenas.
Company’s HR organization has long been a well respected one and is considered a highly effective business partner. With the extraordinary growth plan, the changing culture, and the aging workforce, HR is now taking a leadership role in driving the organization to its next level and is being held accountable for it by the Board of Directors. The Director, Global Learning & Development is a key position in the HR organization that must achieve organizational transformation, sharing in that accountability along with the Global VP and its peers on the HR leadership team.
The Director, Global Learning & Development (GLD), is responsible for leading executive development, organizational development, and performance management while supporting succession planning for company’s core business globally. This organization represents a center of excellence at the corporate level and together with HR Consulting affects change by influencing the business units and functional areas throughout the world. Together with the rest of the Global HR team, the Director shares in the responsibility for driving organizational effectiveness.
The candidate must have experience leading global learning & development initiatives in a world class organization and being part of the HR leadership team. Demonstrating concrete examples of both building and implementing programs that moved the business (successful) and that did not achieve the intended outcomes (unsuccessful). He/she will have an effective methodology for developing and implementing a winning initiative and a network of partners that have proven successful in those initiatives. Having worked in an organization where HR business partnering is effective and where HR has pushed through initiatives that impacted the business in the long run is required. The candidate will have the experience of balancing corporate and business unit accountability and guidance. Finally, having success in assimilating and introducing initiatives in a complex culture is required.
The candidate must be a leader – bringing creativity, generating and championing ideas and innovation, being bold, and developing staff. Bringing immediate credibility, knowing how to leverage that effectively, and working in a team based, open and honest way are all required. He/she will have strong communication skills, both one-on-one and in front of a large organization. Being an excellent listener and consultative in approach, working with a sense of discipline and process, and focusing on the business impact is critical. The candidate must be highly execution oriented, demonstrate value to the business, and be astute about each global audience being addressed. Having strong personal presence and being an innate thought leader are essential. Taking risk and having the courage to see it through is required. The candidate will demonstrate an ability to continue moving up in the organization, as a possible successor to the Global VP or into a variety of other positions in the company.
Bachelor’s degree required, with a Master’s degree or MBA a plus. Certification is desirable.
