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Hyundai America Technical Center Inc.
Date Posted Sep. 16, 2022 Job ID 5310618003
Job Description

Head of Talent Development and Organizational Effectiveness

Washington, DC, Fremont, California, Irvine, California

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Supernal is at the forefront of creating emerging mobility solutions that will foster the development of human-centered cities. We are designing a completely new electric vertical take-off and landing (eVTOL) aircraft tailored to the mobility needs of future cities. This allows passengers a seamless intermodal journey that safely transports them to their final destination. We fuse research in autonomy, robotics, aviation and services to define a new category of mobility for the world’s communities. We believe in creative thinking and collaboration to help build a better mobility experience for everyone, improving people’s ability to move – whether for work or play.

What we do:

Reporting to the Chief People Officer, the Head of Talent Development and Organizational Effectiveness is a key member of the HR leadership team, and leads the Talent Development and Organizational Effectiveness COE (Center of Expertise) with responsibility for the development and execution of the company’s Talent and Organization Development strategy which includes leadership, management and employee development; organizational development and effectiveness, performance management, succession and talent review; change management; employee engagement and culture enablement. This is a highly collaborative role that works cross-functionally with business leaders and HRBPs to understand business issues and develop effective business solutions.

What you can do:

  • Understand the Supernal’s strategy, identify company-wide organization and development needs, and develop high-impact talent management strategies and solutions that address those needs with measurable results; then drive the strategic execution of those strategies and corresponding roadmap
  • Collaborate with our EC, CPO, Heads of the other HR COEs, HRBPs and other business leaders to develop and communicate how talent management supports the business strategy through effective employee and leadership development, employee engagement, coaching and mentoring, career development, succession planning, and organizational development.
  • Partner with HRBPs and business leaders to actively identify and diagnose business needs and deliver customized, appropriate solutions that support leadership, team effectiveness, organizational design, alignment, and organizational change as needed
  • Play a strategic role in translating long term organizational capability requirements and understanding of critical roles into the talent review and leadership succession planning process
  • Identifies and utilizes resources to assess current and prospective talent to meet the needs of the business
  • Identifies key roles with bench strength targets, supported by practical development plans to ensure pipeline readiness
  • Partners with leadership and HRBPs to identify, recommend and track the completion of appropriate development activities for talent
  • Performs the research, development, implementation, and maintenance of strategic talent and workforce development initiatives
  • Building a strong talent bench across the organization and build future leaders
  • Design and build out People Review process
  • Participate in the design (in partnership with HR Leadership team), and drive our new performance feedback and development process (incl. 360 feedback)
  • Be a change agent that identifies and facilitates needed organizational or cultural changes across the company
  • Continuously measure the effectiveness of talent and organizational development programs and determine strategic process improvements needed to ensure programs are addressing organizational needs
  • Provides consulting support to and collaborates with HR Business Partner(s) on key talent and organization effectiveness strategies
  • Develop deep understanding of key talent within the organization; facilitate talent sharing efforts across the organization to fill critical roles and create talent development opportunities
  • Develop a strategy around applying employee feedback and engagement surveys to build and refine a “People First” culture in partnership with HRBPs
  • Creates targeted support to assist newly hired or promoted leaders transition effectively into their roles, along with ongoing support to help new leaders succeed
  • Consults with senior leaders and HR colleagues to build practical competency model career development opportunities for all of our distinct talent pools
  • Develop, deliver and manage targeted development solutions for various audiences including executives, managers, employees, hi-potentials, and early career professionals
  • Create and deliver team interventions, facilitated meetings, and solutions to organization effectiveness issues
  • Lead, coach and communicate effectively to build strong partner relationships with business leaders and HR team member
  • Be a leader with vision in all areas of your accountability and provide data driven insights to make the right decisions in partnership with the Chief People Officer in how we should drive the Talent & Leadership Agenda in the company
  • Other duties as assigned

What you can contribute:

  • Bachelor’s degree in organizational development, HR, or related field
  • A minimum of fifteen (15) years of HR experience with ten (10) years in managing or consulting in talent and organization development and effectiveness (an equivalent combination of education and experience may be considered)
  • Broad knowledge and experience creating and delivering people and organization development strategies and solutions that specifically address critical business needs
  • Experience developing and implementing HR processes and programs such as succession planning, performance management, employee development, and career planning
  • Experience with leadership assessments and evaluations, leadership development and retention programs as well as talent reviews and succession methodologies and facilitation
  • Prior experience building, growing, and leading teams comprised of talent or HR professionals
  • Experience effectively coaching and cultivating the development of leaders at all levels
  • Exceptional project management skills with expertise in creating and managing programs involving key cross-functional and diverse stakeholders and integrating change management methodologies to enable project success
  • Proven experience in developing impactful talent
  • Strong talent assessment skills
  • Stellar interpersonal, communication, facilitation, and presentation skills tailored to different audiences (employees, managers, executives), and maintain a high degree of integrity, credibility, and trustworthiness at all times, along with the ability to influence and negotiate successful outcomes
  • People-focused, self-motivated and forward-thinking personality
  • Excellent planning and organizational skills, ability to prioritize and multitask a variety of tasks and projects with quickly evolving talent priorities
  • Able to work independently and work efficiently as part of a leadership team
  • Demonstrate excellent customer relationship management and consultation skills, including influencing and collaboration
  • Be coachable and open to embracing new ways of doing things
  • Demonstrated ability to build trusted relationships across diverse range of collaborators and to work across boundaries to build strategic partnerships
  • Ability to thrive in a fast-paced, data-driven, growth environment with a passion for solving problems while being resourceful
  • Ability to effectively manage vendors, contractors include contract negotiation
  • Proficiency with MS Office Suite

You may also be able to contribute:

  • Master’s degree preferred
  • Executive Coaching certification a plus
  • Certificate in Leadership Coaching preferred

 

Any offer of employment is conditioned upon the successful completion of a background check. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, citizenship, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. Individuals with disabilities may request to be provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation at: HRServices@supernal.aero

This position may include access to certain technology and/or software source code, that will be subject to U.S. export control laws. If an export license or other export control authorization is required in connection with your employment, your employment is contingent upon Supernal’s receipt of such license or authorization and approvals and your continued compliance with all conditions and limitations contained in such license or authorization.

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