The Organizational Health Leader will develop an integrated focus on the entire employee experience, bringing together all the workplace, HR, and management practices that impact people on the job to align around a clear vision, strategy, and culture. This leader monitors and provides insights about the organization’s ability to adapt to present conditions and shape the future faster and better than competitors by understanding all the human elements to achieve sustainable success as understood through engagement assessments, active employee sensing and real-time employee feedback. This role connects across Division and Enterprise HR teams to ensure impactful solutions are designed, implemented, and monitored for predictable and sustainable outcomes.
ESSENTIAL DUTIES AND RESPONSIBILITIES
· Define the Jabil Employee Value Proposition (EVP) and develop the Employer Brand
o Appropriately segment the workforce to develop employee personas and journey maps for understanding the full employee experience from recruit to retire
o Create supporting EVP Framework designed to optimize personal choice in the employment relationship which brings together engagement, learning, career development, organizational design, rewards, affiliation, and performance management from the employee perspective
o In partnership with Talent Acquisition, M&A, and HR, build the employer brand externally through social media and additional tools, as well as proactively manage brand reputation
o Create messaging, and plan rollout into all employment-related communications
· Establish Employee Sensing Practices
o Create methods to capture employee feedback continuously via pulse survey tools, performance management tools, and open survey tools; provide insights to leaders, ensure actions are in place, and progress is measured.
o Align with and action Employer of Choice external measures, monitor readiness for external applications
o Customize application around Engaging Managers and Visible Leadership
o Support cultural assessment and programs in partnership with Corporate Communications
· Co-lead revision and implementation of the Performance Enablement and Management (PEM) process
o Refine PEM strategy to align with business strategy, leadership development and agile goal setting
o Design PEM cycle including goal alignment and link to rewards programs
o Determine how changes to PEM will inform rewards and succession processes in partnership with Total Rewards and Talent Management
· Guide the assembly and actioning of Employee Experience elements
o Develop a cross-functional integrated focus on the entire employee experience, bringing together employee engagement, culture, rewards, learning, career development, work environment, work tools, and management practices that impact people on the job.
o Design with user-experience utilizing multi-technology platforms and highlighting capabilities when engaging with external markets
· Support key HR Strategic Priorities by representing employee and manager perspective, anticipating, and preparing for change management needs, and executing communication plans, including:
o HR process design, Construction of the HR Service Delivery model, adoption of HR technology changes, Talent Management revision, and Critical Capability Development
· Lead HR Program communications and oversee development and delivery of related skills acquisition curricula for target audiences.
· Lead the activities of Reporting and Analytics .
· LEADER CAPABILITIES:
o Upskill managers in coaching skills; upskill HR managers in performance monitoring and coaching skills
o Assess knowledge, skills and abilities required for People Leaders to meet management and leadership commitment for their teams
o Design information delivery methods and establish cadence, i.e. monthly knowledge bites, quarterly skills execution sessions, semi-annual abilities development virtual workshops
o Demonstrated HR functional understanding of Employee Engagement, Organizational Development, Change Management, Talent Management, Human Resources, Learning & Development
o Link measures to business systems, customer outcomes and operating metrics
o Large-scale change initiative leadership
o Program and solution design
o Project and program management execution
o Cross country/regional leadership experiences and relationships
o Team leadership with ability to engage and motivate direct and indirect reports
o Network and influence across organizational boundaries
o Manage complex, multidisciplinary projects and cross-functional teams
o Lead groups in reaching consensus and setting priorities
o Conceptual, strategic and judgment skills
o Collaborative, marketing, negotiation, and problem solving skills
o Relate to all levels and functional specialties
o Verbal, presentation, and written communication skills with the ability to communicate with technical and non-technical users
o Managing multiple priorities
EDUCATION & EXPERIENCE REQUIREMENTS
· Bachelor’s degree or equivalent experience required, Master’s degree preferred
· 10+ years of progressive HR experience including 5+ years in a direct leadership role including direct client support in a HR Generalist/Business Partner role.
· Or an equivalent combination of Education and Experience
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