SUMMARY:

This position will manage and support our organizational development practices including but not limited to goal management, performance, talent reviews, succession planning, and development planning. As a member of the Talent Strategies team, you will play a critical role in a growing and geographically dispersed team, building and executing impactful programs to ensure we have the right visibility and growth of our talent. This role is also responsible for supporting the leadership team to drive engagement, culture, and productivity efforts.

The ideal candidate is an accomplished, high energy, collaborative leader who has experience working with managers and leaders at all levels.This position will report to the Director of Talent Strategies and is in our Franklin, TN corporate office.

PRIMARY RESPONSIBILITIES:

• In partnership with the Director of Talent Strategies, work with Field Talent Partners (HRBPs) and organizational stakeholders to build an effective OD strategy that will improve the performance, engagement, and retention of our team over time.
• Develop a prioritized set of organizational development tools and processes for existing and high potential talent that supports succession strategies and improves the organization's effectiveness.
• Design, deploy, and oversee talent activities administered within Cornerstone (talent management tool) such as performance, goal setting, succession, and development planning.
• Develop training materials for activities such as performance management, succession planning development, and more.
• Facilitate and lead succession planning meetings focused on leadership in operations and store support center departments.
• Provide expertise and facilitation in key talent processes; gather feedback and data to form the process and make enhancements as needed.
• Identifies, develops, and tracks key talent management metrics and prepares regular reports to measure success of key talent initiatives.
• Identifies opportunities for improving leadership performance and accelerating change by applying conceptual frameworks, technologies and methods based on a solid theoretical and practical foundation.
• Identifies ongoing new ideas, practices, and processes to support evolving toolkits, methodologies, and templates in key practice areas.
• Create and manage key initiatives and development programs that will fill the internal talent pipeline and create a career path for internal team members looking to grow.
• Leads our annual culture survey and employment life cycle surveys to support MAPCO's journey to create the best possible work environment for our team members.
• Select and manage external vendors when needed to create balance between internal and external resources.
• Perform other duties as assigned.

QUALIFICATIONS:

• Excellent interpersonal, communication, presentation and influencing skills; capable of delivering organizational development activities at the most senior levels in the organization to establish trust, respect, competence, and confidence.
• Excellent presentation and facilitation skills with the ability to effectively manage group dynamics and gain consensus among a diverse group of stakeholders.
• Demonstrated ability to quickly understand business drivers and cultural/organizational dynamics and lead effective organizational diagnosis to understand the root causes of organizational issues.
• Proven ability to rapidly build credible relationships with senior most stakeholders and influencing leaders to engage in organizational development as a critical component to accomplishing business outcomes.
• Knowledge of change management, organization design and leadership development to solve business challenges with a keen understanding of sensitivity around confidential changes.

EDUCATION and/or EXPERIENCE:

• Bachelor's degree in HR, Business, Organizational Behavior, Industrial/Organizational Psychology, or related discipline.
• 5+ years of experience in organizational development or HR related field.
• 3+ years of experience supporting performance, succession, and other organizational development processes with a demonstrated track record of aligning talent initiatives to business strategies and outcomes.
• Demonstrated experience and leadership success in supporting company-wide talent programs including talent reviews/succession planning, performance management, leadership/behavioral/technical competencies, and employee engagement surveys.
• Must be highly organized, analytical, action and detail oriented with the ability to function effectively in a fast-paced environment; comfort with ambiguity and navigating between strategic and tactical execution.
• Demonstrated track record of success creating strategic talent acquisition programs that support aggressive business growth in a competitive market.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is frequently required to sit, hear, speak, and use hands to type data, operate business equipment and dial the telephone. They are regularly required to walk and stand.