ORGANIZATIONAL DEVELOPMENT & ENGAGEMENT LEADER
YKK AP America Inc.

Job Info

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Our company culture is built upon YKK's philosophy called the CYCLE OF GOODNESS™. We believe that providing value and being fair to our customers and our employees is what makes us a successful company in return. Guided by our core values and fundamental behaviors, we strive to foster a caring company, committed employees and challenging work that benefits our employees, customers, and communities. We offer competitive compensation packages, training and advancement opportunities. YKK AP America provides employees with a comprehensive benefits package designed to provide the security they need to enjoy life at home and at work. By providing a high level of benefit coverage at a reasonable cost to the employee, we hope to foster a long and productive employment relationship.

Position Summary

This role is responsible for leading and directing the organization in an Organizational Development capacity. The purpose of this role is to provide simple, effective and scalable solutions that drive business impact through best-in-class talent practices. This individual is accountable for the design, development, deployment, and measurement of talent acquisition and programs that facilitate professional development and continuous learning of associates across the organization, including new hire onboarding, employee training programs, leadership development, succession planning, career pathing, performance engagement, change management, employee engagement, career development, and culture initiatives. This individual will drive the execution of YKK AP's OX Operations and spearhead key talent initiatives. This person will serve as an organizational leader responsible for a wide range of critical work streams, including onboarding/offboarding and operating procedures. This person will ensure our systems and procedures work in direct support of YKK AP's goal to be a diverse and inclusive organization.

Essential Functions and Key Responsibilities

• Oversee, develop and manage business needs in the areas of talent management, succession planning, performance engagement, associate engagement, and change management in collaboration with stakeholders; provide solutions that support the achievement of business goals and objectives.
• Implement, refine, and execute the ongoing talent review process. Lead succession planning activities. Consult with senior leaders about talent pipelines, succession candidates and their development needs.
• Partner with managers, OX team and senior leaders throughout the Company to assess and analyze learning needs based on performance, talent planning and assessment data.
• Design and implement leadership development strategies for the company, with close alignment to the business and succession planning outcomes
• Develop meaningful learning and development programs to focus on internal talent and internal mobility
• Oversee the talent acquisition strategy and operation; oversee creation of efficient and high-quality sourcing/recruiting planning and processes; participate in recruitment for senior-level positions
• Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.
• Consult with leaders on organizational development and change management needs, supporting and facilitating customized strategies and solutions that drive sustainable change and build leader/organizational capability.
• (Co-) create and execute the change management plan for the specific change.
• Work in close collaboration with peers / businesses / functions and other key stakeholders to execute the plan and identify interventions needed.
• Team-up with Deployment Managers to work with and agree on deployment plans.
• Create the change materials as part of the deployment toolkit to equip business.
• Support in measuring adoption for the new ways of working.
• Liaises with senior leaders and recommends most appropriate courses of action pertaining to leadership development and performance management strategies to ensure performance engagement activities align with reward and recognition programs.
• Continually evaluates training progress and training procedures to monitor and analyze course effectiveness and update curriculum as needed.
• Develop a mentoring program for key roles within the organization.
• Create and development content in support of reoccurring OD processes.
• Provide leadership, coaching and guidance to a team of functional specialists who support employees across the organization throughout their lifecycle specifically focused on Talent Acquisition and Associate Engagement.
• Inspire the OX team to deliver streamlined employee and manager experiences to enable OX Business Partners to fulfill their designated strategic roles.
• Promote open and effective communication at all levels of the organization, understand employee opinions, monitor the impact of business decisions on people
• Collaborate with external training providers to develop a talent strategy that supports the education and training of entry level fabrication and maintenance talent that would be accessible to the organization.

Qualifications and Skill Requirements

• Bachelor's Degree in Human Resources, Business Administration or related discipline
• 10 to 15 years' experience in a Human Resource department and three to five years management experience
• Experience working in HRIS platforms such as SuccessFactors or Workday
• HR Certifications such as PHR or SPHR is preferred
• Demonstrated commitment to being seen as a true 'talent advisor' to the business
• A 'digital first' mindset
• A curious mindset that allows you to constantly learn and challenge the status quo and embrace diversity of thought, background and experience.
• Leads in a scalable way and is to demonstrate a sense of scrappiness or roll up your sleeves attitude when needed
• Solid understanding of and ability to apply relevant Organization Development and Learning principles / philosophies in a manufacturing environment
• Strong interpersonal skills (i.e., listening, counseling and coaching, negotiation skills)
• Quantitative and qualitative analytical skills
• Outstanding facilitation skills in both small and large group settings, adapting style to variety of audiences - including structured courses and less structured interventions
• Strong stakeholder management and consultative skills
• Strong organizational and/or project management capability
• Strong business acumen, with the ability to quickly establish and maintain a high level of customer trust and confidence
• Demonstrated ability to successfully deploy and implement large-scale projects.
• Demonstrated ability to translate complex concepts into simple process flows
• Ability to take calculated risks effectively to forward the learning agenda

Equal Opportunity Employer / Minorities / Women / Veterans / Disabled

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