Strategic Organisational Development Lead
5 days ago
Job Summary:
Network HR is seeking a talented Strategic Organisational Development Lead to join their team. This exciting opportunity offers the chance to shape the organisational capability of a national, private equity backed organisation based in the Hampshire area.
The Strategic Organisational Development Lead will report to the Chief People Officer and work closely with the People Leadership Team to define and implement a strategy to build organisational capability across the business. This will involve driving a positive, high-performance culture in line with the organisation's values, supported by effective communication and engagement strategies.
The ideal candidate will have a background in OD&D or L&D, with experience of enabling behaviour and culture. They will also have a proven track record of building high-performing teams, and be comfortable with the use of data to inform decision-making.
Key Responsibilities:
- Build, lead and manage the Organisational Development team
- Develop and implement inspiring and comprehensive talent development, communication & engagement and cultural development strategies
- Continuous improvement of the quality and efficiency of the frontline sales induction programme
- Build and drive a culture of development across the organisation
- Develop and oversee the performance review process
- Build an organisational capability strategy, including succession planning and talent development activity
- Design and embed our leadership and management development strategy
- Provide thought leadership and act as trusted advisor to Senior Leadership colleagues
About the Organisation:
Network HR have been retained on a new engagement to recruit a Strategic Organisational Development Lead for a national, private equity backed organisation based in the Hampshire area. The organisation is on a journey to create a culture of self-initiated learning, where professional development is a constant pursuit and not just a tick-box exercise.
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