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VP Leadership & Organization Development

Akron, OH, USA | Signet Jewelers

  • Industry:
    Retail
  • Position Type:
  • Functions:
    General Management
    Human Resources
  • Experience:
    10-12 years
Job Description:
61 people have viewed this job

Signet Jewelers, the largest specialty retail jeweler in the US, UK and Canada, is seeking to add a key member to its Leadership Team by hiring a Signet Vice President, Leadership and Organization Development.


Based at company headquarters in Akron, Ohio and reporting directly to Signet’s Chief People Officer, this executive will provide thought leadership, processes, tools, and resources to support the implementation of “People First”. The incumbent will drive leadership development and talent management strategies as well as tools/processes required to support succession planning, talent assessment, performance management, competency identification and development, and coaching.


The focus of the Signet Vice President, Leadership and Organization Development is to develop the organization from a performance and culture perspective by implementing and overseeing programs that strengthen executive-level knowledge and abilities, improve leadership and maintain the overall health of the company. This position will work closely with Signet’s Executive Leadership Team to identify, develop and implement consistent strategic organizational effectiveness initiatives designed to enhance leader development, engagement and performance across the enterprise.


KEY RESPONSIBILITIES


Develop, execute and facilitate Signet succession management plans, programs and initiatives

Drive the identification and development of an enterprise wide leadership development model and process to be used throughout the company

Provide thought leadership and strategic direction to the creation of Leadership Capability Profiles, Workforce Planning Methods, and Change Management models

Partner with executive leadership to analyze organizational needs, identify performance improvement opportunities, recommend and implement performance improvement initiatives and evaluate their effectiveness

Provide coaching to executives on organizational effectiveness and leader development topics

Oversee and provide guidance to leaders, as necessary, in the design, development and evaluation of formal courses and training materials

Facilitate leadership level training sessions for selected groups

KEY PERFORMANCE AREAS


Ensure strategic direction and implementation of leadership and organizational development initiatives company wide

Develop and manage a strategy which encompasses:

Assessment of leadership talent; identification of talent strengths, weaknesses and opportunities

Work closely with management to define and develop a series of leadership skills, abilities and experiences to enable candidates to be promoted into key leadership positions

Succession planning, planned job movement, and cross-divisional transfers

Identification and development of high potential talent

Developing the company’s global perspective and its International management team

Designing and delivering learning experiences to help the company’s leaders improve overall organizational effectiveness

POSITION REQUIREMENTS


A highly collaborative Leadership and Organization Development professional with a minimum of 10 years of experience in high-impact Human Resources organizations

Experience with Succession Management, Change Management, Organization/Leadership Development, Performance Management

Experience in diagnosing organizational challenges, then planning and carrying out appropriate interventions

Must be a persuasive communicator with strong leadership presence, and interpersonal and team-building skills

Demonstrates an exceptional ability in communications, leadership and relationship building at all levels of management including Board of Directors

A track record of success in managing programs/processes to develop leaders across business units

Proven ability to form strategic partnerships with senior business executives in the building of a high performance leadership culture

The ability to lead in a highly dynamic environment

A record of outstanding success within a retail organization where innovation, collaboration and customer service are high priorities

A demonstrated commitment to superior customer service and operational excellence

Willingness to “roll up the sleeves” to get the job done

Exhibits strategic thinking and creativity in addressing future challenges in alignment with Signet long term growth and profitability goals

An understanding of the business benefits of various organizational structures and processes and the ability to build and articulate linkages to improved operating performance

Delegates responsibility where appropriate while holding self and others accountable to rigorous performance objectives

Strong teamwork orientation and mentor who models high performance skills and outcomes

Reputation for absolute integrity and building trusted relationships

The proven ability to build the metrics necessary to assess the impact and effectiveness of leadership and organization development change initiatives

LEADERSHIP CAPABILITIES


Analytical Thinking/Reasoning – Ability to envision and communicate direction and perform analysis.

Setting Direction/Gaining Commitment – Ability to influence and lead through a passion for excellence.

Delivering Results – Ability to lead complex projects across multiple teams or functions to achieve quality results through a motivated team.

Building Relationships – Ability to relate, communicate, and work with diverse team members, groups, and levels of the organization.

Establishing Credibility – Ability to be perceived at all levels as a valued and trusted resource.

Managing Self – Ability to buffer pressure and maintain self-control regardless of the situation.

Encouraging Growth – Ability to inspire and assist others to reach their full potential including team members and successors.

Valuing Diversity – Ability to recognize differences between people and acknowledge that these differences are a valued asset.

EDUCATION


Bachelor degree in Business, Organization Development, or Human Resource Management from a top tier accredited school required

Master’s degree in Organization Development, Organizational Behavior, Human Resource Management or related field is preferred

Certified in Organization development tools, such as; personality indicators, 360 feedback tools, career assessment and coaching a plus


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