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Group Director - Head of Organizational Effectiveness, NA

Company: GroupM North America
Location: New York
Posted on: May 16, 2022

Job Description:

At GroupM, we believe that work is a part of life, not the other way around. To support that belief, we have recently adopted a "collaboration-led" hybrid approach to work in order to provide employees with the flexibility to do the best work of their lives no matter where they are working. This means that for roles where it makes sense, you'll spend some of your time in our incredible workspaces (when it's safe to do so) and some of your time remote. Check out this updated list of where we can hire:

  • California - LA or SF
  • Colorado - Denver
  • Florida - Miami/Fort Lauderdale
  • Georgia - Atlanta
  • Illinois - Chicago
  • Massachusetts - Boston
  • Michigan - Detroit
  • New York - New York City tri-state area (NY, NJ, CT)
  • North Carolina - Raleigh/Durham
  • Texas - Austin or Dallas/Fort Worth
  • Utah - Salt Lake CityREGIONAL HEAD OF ORGANISATIONAL EFFECTIVENESS (NAM) NEW YORK / WIDER USA ALSO CONSIDERED OVERVIEW OF JOB GroupM is the world's largest media investment company and is a part of WPP. In fact, we are responsible for one in every three ads you see globally. In this role, you will lead and direct all aspects of the regional organizational effectiveness strategy for all GroupM agencies in NAM. You will be a critical leader in our regional learning & effectiveness leadership -team, working collaboratively with the Global L&E team as well as your regional business leaders. REPORTING OF THE ROLE This role has dual reporting to Global Head of Organisational Effectiveness and the NAM Chief People Officer. MEASURES OF SUCCESS: IN THREE MONTHS --- Understand GroupM's business goals and talent objectives and understand the role Learning & Effectiveness plays to drive our people and business forward. (i.e. meet the business) --- Commence your role as a regional product owner, supporting the implementation of our new effectiveness solution across performance, effectiveness, and engagement. IN SIX MONTHS --- Define any regional adjustments to effectiveness practices and commence building a roadmap for delivery and overall improvement in consultation with leadership. (Initial focus on performance and succession) --- Upskill regional people partners on effectiveness practices. IN 12 MONTHS --- You should be recognized as the regional SME for Effectiveness. As a regional head, you should be able to demonstrate competence of our business and the learning effectiveness role within it. --- Beyond management of the regional effectiveness function, your time should be distributed between leading the strategic development of OE interventions aligned to global OE direction and regional objectives. RESPONSIBILITIES OF THE ROLE --- Regional responsibility for leading the strategic development of organizational effectiveness, performance management, leadership capability, and culture aligned to the Global Effectiveness strategy and regional business priorities. --- Aligned to the Global Effectiveness strategy, own the implementation of our new approach (and solution) to Performance management across the region. Ensure annual performance management processes are completed within specific timeframes, and that all activities (goal/objective setting, reviews, evaluation, calibration, etc.) are achieved and are in alignment with regional business objectives --- Drive a culture of talent management and succession planning across the region. Build and deliver talent identification assessments and development centers for high potentials, factoring in succession pathways, the filling of critical roles, and global/regional mobility. --- Deliver team and organizational effectiveness initiatives that are based on regional requirements and business priorities. These initiatives should drive team cohesiveness, improved culture, and deliver impactful change within the business unit in question. --- Be the regional champion and SME in driving high-performance teams and enhanced organizational effectiveness, providing the support and building the capability of our People Practitioners and Leaders. --- Working with Learning leads to close development gaps of talent based on effectiveness data. (building a plan for development and learning). --- Support annual career development planning and review. --- Create coaching and mentoring opportunities that can be scaled up or scaled down, dependent on requirements. --- Cascade/create/localize effective communication strategy, training materials to support change and regional adoption of effectiveness practices overall. --- Represent GroupM externally for promotion, EVP, and advocacy. ROLE EXPECTATIONS: IMPACT AND ACCOUNTABILITY --- Collaborates with functional leadership to develop strategic goals for one or more job families. --- Establishes and oversees the execution of operational plans for job families with short- to mid-term impact on results (e.g., 1-2 yrs.). --- Provides significant input into new products, processes, standards and/or operational plans for the job family group. --- Manages large, complex, cross-functional projects of strategic importance to GroupM. AUTONOMY AND MANAGEMENT --- Takes actions and makes decisions within a job area or job family with complete latitude. --- Works independently on complex assignments that span multiple job family groups for which outcomes improve the competitive position of the organization. --- Formulates recommendations on large, complex business issues due to extensive knowledge and expertise across multiple job families. INNOVATION AND CREATIVITY --- Responsible for implementing guidelines and processes based on multifaceted conceptualizing, reasoning, and interpretation. --- Solutions are often significant breakthroughs developed using market-leading technical expertise. --- Champions creative ideas and provides thought leadership to solve highly technical issues impacting one or more job family groups. --- Self-supervisory; acts independently to uncover and resolve highly technical problems. KNOWLEDGE AND EXPERIENCE --- The ideal candidate has a background in Organisational Psychology with experience operating on an enterprise scale change projects. --- Experience facilitating and debriefing psychometric evaluations a significant advantage (e.g., Hogan) --- Typically requires a University Degree or equivalent experience and minimum 8-12 years of prior relevant experience.ABOUT GROUPM:GroupM is the world's leading media investment company responsible for more than $63B in annual media investment through agencies Mindshare, MediaCom, Wavemaker, Essence and m/SIX, as well as the outcomes-driven programmatic audience company, Xaxis. GroupM's portfolio includes Data & Technology, Investment and Services, all united in vision to shape the next era of media where advertising works better for people. By leveraging all the benefits of scale, the company innovates, differentiates and generates sustained value for our clients wherever they do business. Take A Virtual Office Tour: GroupM and all its affiliates embrace and celebrate diversity, inclusivity, and equal opportunity.---We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. We are a worldwide media agency network that represents global clients. The more inclusive we are, the more great work we can create together.

Keywords: GroupM North America, New York , Group Director - Head of Organizational Effectiveness, NA, Executive , New York, New York

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