Organizational Effectiveness Senior Specialist

VETERANS’ PREFERENCE: Pursuant to Chapter 295, Florida Statutes, candidates eligible for Veterans’ Preference will receive preference in employment for Career Service vacancies and are encouraged to apply. Candidates claiming Veterans’ Preference must attach supporting documentation with each submission that includes character of service (for example, DD Form 214 Member Copy #4) along with any other documentation as required by Rule 55A-7, Florida Administrative Code. Veterans’ Preference documentation requirements are available by visiting the following link (http://www.dms.myflorida.com/content/download/97612/566545). All documentation is due by the close of the vacancy announcement.

The Organizational Effectiveness Senior Specialist will utilize advanced knowledge and specialized skills obtained through extensive experience and training to support the development, implementation and evaluation of programs that facilitate organizational effectiveness across JEA. The Organizational Effectiveness Senior Specialist provides strategic consultation related to talent planning including performance management, talent review and succession planning, organizational design, change management, and employee engagement while embodying JEA's core values: safety, respect, and integrity with every decision and in every interaction.

• Design and continuously improve enterprise talent management and succession planning policies, processes, tools, and reporting.
• Collaborate closely with Human Resources Business Partners (HRBPs) to implement core strategies and processes to drive business results.
• Assess and forecast department human capital and development needs to deliver customized strategies to increase organizational effectiveness.
• Conduct diagnosis and provides expert consultation to business units in the development and implementation of customized Organizational Development (OD) strategies, solutions, interventions, and tools (e.g., strategic planning, team effectiveness, change management, organization design, etc.).
• Provide process leadership to monitor the constantly changing workforce profile and partner with the operating business units to understand and advise on workforce issues that will impact JEA's effectiveness in meeting the corporate objectives.
• Provide effective one-on-one consultation and team coaching designed to improve performance.
• Develop process and tools for long-range organization capability and talent planning processes.
• Partner with the HRBP to create learning roadmaps outlining offerings aligned to KSAs.
• Develop and implement change management strategies and plans for company-wide business initiatives.
• Drive other projects or initiatives related to organization development.
• Provide thought leadership in change management, coaching strategies, and OD solutions and tools to improve the performance of teams and organizations.
• Lead the development of Organizational Development tools for our HRBPs to deploy in their business areas.
• Collaborate with Training Specialists to Design, develop and implement learning strategies that support key business initiatives.
• Responsible for continually building JEA's human capital and encouraging employee development.
• Conduct workforce planning initiatives, including monitoring, reporting and advising on critical issues.
• Conduct job analyses to assess work performed; recommend process, design, and workforce enhancements; determine skills gaps; and support strategic workforce planning.
• Work with HRBPs and consult with business units to identify talent and/or skill gaps and create internal talent profiles/pools in order to address current and future pipeline needs.
• Consult with other HR experts to develop / refresh competency models ensuring alignment with talent acquisition, and learning and development, and compensation.
• Work with Talent Acquisition to conduct Quality of Hire assessments that result in employee engagement, and long-term organizational success.
• Summarize outcomes from implemented strategies, next steps, and delivery recommendations.
• Analyze areas within the organization that could optimizes personnel utilization and support cross-functionality and  interdepartmental cooperation.
• Interview department units and personnel to determine and recommend targeted skills development initiatives.
• Design and conduct lifecycle and specific issue surveys related to the work environment.
• Measure the impact of interventions on staff performance, efficiency, employee retention, and job satisfaction.
• Evaluate business structures, advising management on the allocation of personnel and resources, and facilitating cost-effective and  efficient procedures.
• Analyze trends in workforce (diversity demographics, hiring/attrition metrics, org discrepancies) to forecast workforce needs and talent gaps.
• Develop strategies for leadership development, talent sourcing (interns, professional, etc.), and recommend organization/position changes to support growth.
• Identify trends in performance data and make recommendations for action.
• Research and develop predictive data information to provided expert consultation to Senior Leadership for use in timely staffing  decisions ensuring the organization sustains its highly technical and specialized workforce.
• Deal with large volumes of data to understand trends in the workforce and translate that to draw out key focus areas for  Organizational Effectiveness
• Consult with and support other HR experts on organizational development / human resource development activities: career pathing, performance management, DEI, talent acquisition, learning and development, mentoring, job rotations, internships.
• Assist in the preparation of Agenda Items and presentations for the JEA Board of Directors and stakeholder groups.

QUALIFICATIONS

Education: Bachelor's degree in Organizational Design/Development/Effectiveness, Human Resources Management, Business Administration, or related discipline.  Master's degree in I/O Psychology, Organizational Design or Development or Human Resources Management, or similar discipline preferred.

AND

Experience: Eight (8) years of experience in, Organizational Design/ Development/ Effectiveness, Industrial/ Organizational Psychology, Workforce Analytics, Talent Management, Employee Development, Human Resources or another related field.

OR

An equivalent combination of education, experience and/or training. 

License/certifications/registrations: 

• A valid driver's license is required prior to appointment and must be maintained during employment in this classification.
• PMP, HRPM, CPLP, or a Certified Professional Coach (CPC) preferred.

The salary range for this position is $101,455 - $118,234. Salary will vary based on education, experience, skills, and abilities.