Organisational Development Manager at Alstom

Purpose of the Job 

To drive the organisation’s OD agenda and shape initiatives to support the Human Capital strategy, ensuring that the employer brand and the employee experience continuously drive value for employees and the business. Design and develop interventions that enhance employee performance and optimise the organisation’s talent management philosophy.

Responsibilities and objectives

Organisational Design and Workforce Planning

• Accountable for the design of organisational structures and related spans of control to optimise productivity and enhance levels of accountability.
• Develops and implement the strategic workforce plan and ensure that the plan is fully integrated with the talent plan.
• Design methods and processes integrating organisational design with the medium to long-term talent sourcing approaches.

Change Management

• Design organizational change initiatives and ensure alignment with the organisation-wide transformation framework.
• Facilitate change interventions and drive implementation of action plans.
• Lead organisational culture initiatives and ensure that recommendations improve employee engagement and retention.
• Design tools and methods to assess organisational readiness for change.

Design Frameworks and Methodologies

• Focal point for the HR Centre of Expertise identifying trends and developing methodologies and workflows to drive improvements.
• Establishes best practices with relevant analytics and dashboards to enhance the employee experience.
• Develops the total employee/employer offering as part of the EVP model to enhance total rewards.
• Drives processes and interventions to diagnose and address gaps related to inequalities, diversity, and inclusion.
• Driving forward the improvement of employee performance and the building of a strong and rigorous development culture.

Talent Management

• Develops and drive the talent management strategy to ensure that the organisation has a skilled and competent workforce.
• Develops employer branding initiatives from a talent perspective and collaborate with other internal stakeholders to profile the business to become an employer of choice.
• Ensures that the Competency Framework is aligned with organisational values and supports the leadership development interventions.
• Drives the talent philosophy and processes that enhance talent engagement.
• Collaborates with the HR Business Partners in the planning of talent reviews and implementation of action plans.

Performance Management

• Provide insights in the design and implementation of the performance cycle improvements (e.g., competency frameworks and 360-degree feedback, etc)
• Develops methods and/or approaches to create a culture of high-performance.
• Collaborate with the Learning and Development team to build a coaching culture.

Project Management and Reporting

• Compile and submit Monthly Reports on projects and other OD related initiatives.
• Monitor trends and data related to organisation development using workforce analytics and qualitative data analysis, reporting insights to the leadership team and the wider HR network.
• Initiate and drive projects aligned with the HR Strategy and assessed organisational needs.

Stakeholder Management

• Coordinates the organisation’s participation in external surveys and with accreditation bodies to profile specific initiatives (e.g Investors in People, Healthy Workplace Charter etc).
• Facilitates focus group session with the leadership team to give insights and strategic direction on specific initiatives.
• Builds partnerships and communicates with internal and external stakeholders including trade unions on performance, engagement, or skills related interventions.

Flexibility

• The role holder may be required to undertake additional or alternative tasks and projects as the needs of the business dictate, provided they are within the individual’s capabilities and skills sets.

Core Competencies

• Problem Solving - Assesses relevant information using abstract ideas to understand complex issues and reach solutions to complex problems.
• Customer Focus - Focuses own and team’s efforts on delivering a quality and committed service. Gathers a variety of data to evaluate quality standards.
• Evidence Base - Ability to evaluate and provide unique insight and strategic advice on overarching trends, customer behaviour and other cost drivers affecting Gibela.

Technical Skills Description

• Application of diagnostic tools at individual, team, and organisation level
• Facilitation of small and large group, individual feedback, team, and organisation level development sessions, formal and informal. Organisation Design Skills, Evaluation skills.
• Design systems that facilitate trust and improved performance assess a company's approach to leadership and overall vision.
• Assess the results of interventions and make mindful recommendations to clients/Business Partners.
• Translate issues into answerable questions.
• Explore and present stakeholder needs with a business focus.
• Challenges senior managers to adopt performance-driven cultures that embrace the guiding principles

Leadership 

• Creates processes or methods to boost the confidence of internal or external stakeholders in the present and future success of their own team, unit, or organisation (or in their own capacity to succeed).
• Collaborative - Works with team to embed a culture of partnership working in their area of the business. Builds relationships with colleagues in similar positions across the business,

Equality, Diversity & Inclusion

• Business understanding and desired knowledge/experience

Minimum education required

• Bachelor’s Degree in Human Resources or related
• Post Graduate Degree or equivalent in HR or training related qualification

Minimum experience required

• Minimum 5 years OD Managerial experience
• Experience as an HR Generalist