Vice President of Talent, Organizational Effectiveness & Human Resources

The VP of Talent, Organizational Effectiveness and Human Resources (VP Talent, OE and HR) is a strategic and critical leadership position responsible for creating a robust overall framework for planning and operating approach for ensuring that the Cleveland Foundation has the talent, capability, organization effectiveness and human resources to achieve ambitious growth and impact performance for today and in the future. The Cleveland Foundation seeks to develop talent who embodies leadership as a capability, not a role.

The VP, Talent, OE and HR reports to the President & CEO and is a key member of the senior leadership team. On the talent aspect, this HR executive leads the Foundation’s overall talent management strategy and execution including leadership and management development, succession planning and management, employee learning and development, performance management, and talent planning and acquisition. On the organization capability aspect, this individual is responsible for introducing and effectively managing strategic and organization effectiveness and change and to ensure that leadership and culture is aligned with strategy and, on the human resources aspect, this individual manages the Director of Human Resources who reports to the VP, and handles employment relations, staffing plans, compensation, benefits, training and development, budget, and labor relations.

The Cleveland Foundation seeks a leader with innovation capability who will bring experience in culture building, change management, and organizational design that will support a high-level of organizational effectiveness. A key differentiator for this leader is knowledge, a track record and lived experience centering equity, diversity, and inclusion in organizational culture.

Demands of the Role

Talent Management Dimension:

• Co-responsible with the CEO for establishing and sustaining a talent development culture

• Leads the architecting and implementation of the organization-wide long range talent acquisition and development strategy and manages the necessary planning, prioritization and budgeting processes

• Creates the necessary organizational alignment and rhythm with all strategic, business and operational planning processes to ensure that leadership, management and other key talent requirements are identified and met

• Strengthens, expands and manages the annual individual organization and enterprise level talent review process

• Prepares for the Board of Directors presentations on talent and HR

• Develops and manages the succession planning process including assessment of leaders, key talent and the identification of high potential talent

• Oversees design, development and deployment of leadership and high potential employee development strategies and programs including training, coaching, and on-the-job based development

• “Owns” the competency models that are in use and ensures adoption and relevancy

• Ensures that both current and newly hired executives, leaders and employees are fully integrated through the Cleveland Foundation’s vision, mission and values

• Develops innovative and cost-effective solutions to talent sourcing, acquisition and onboarding; works with other HR staff and business managers to execute

• Leads and facilitates management in the overall performance management system

• Establishes and reports on metrics to measure impact and effectiveness of all key talent related programs and processes

Organization Effectiveness Dimension:

• Provides consulting to senior executives and leaders on culture and organization alignment and capability required to achieve growth, impact and the future strategy

• Provides direct support and drives organization design and organization development approaches and processes that increase business success and top team effectiveness and engagement

• Consults with business leaders to assess, identify and respond to key organizational issues and challenges

 • Acts as in-house expert and consultant to leaders on change management strategies and practices; builds consumable models and internal HR capabilities

• Provides thought leadership, direction and expertise on integrating acquisitions (M&A)

• Leads initiatives to develop, deploy and respond to organizational assessments including employee engagement/opinion surveys

• Leads project teams on key organization change initiatives

• Ensures the employee value proposition is developed, implemented, managed and measured

• Establishes and reports on metrics to measure impact and effectiveness of all key organization capability initiatives and consulting engagements

Management Dimension:

• Demonstrates a “holistic” Foundation management and operating perspective

• Brings operating discipline and strong financial acumen and manage the tension between growth and efficiency.

• Leverages IT infrastructure to ensure operational and innovative tools and skills are widely available across the foundation.

• When required, builds and maintains strong talent, effectively manages talent, enables teams and creates strong followership

• Provides direction, management and oversight of the Director of HR on all employment relations, staffing plans, compensation, benefits, training and development, budget, and labor relations.

• Provides direction and oversight to external consultants and vendors

• Demands and drives operational efficiencies in process, technology, and people

• Establishes and executes the major goals and objectives with appropriate allocation of resources

• Overall planning and budgeting responsibility

• Demonstrates a strong, visible and continued commitment to the attraction, development and retention of diverse leadership, management and employee talent

Experience

• Ten to fifteen years of progressive senior talent management, organization development/effectiveness experience and human resources in a large organization including three to five years reporting into the top HR leader

• Experience in designing and managing an overall talent management framework including deploying, managing and measuring effectiveness of annual talent reviews including leadership and key talent depth, capability and promotability (includes succession planning, leadership and key talent development plans, talent acquisition plans, etc.)

• Minimum of five years experience as an internal organization consultant, identifying and responding to business, culture and leadership effectiveness and alignment issues and challenges

• Experience in helping leaders introduce and successfully manage large-scale organizational transformation and change

• Direct consulting experience with the C-level and other senior leaders and leadership teams on both talent and organization capability challenges and issues. Ability to develop pragmatic and scalable solutions and win support for implementation

• Experience in conducting executive assessments and providing coaching to senior leaders

• Track record in developing and launching comprehensive yet scalable leadership and high potential assessment and development programs

• Experience operating within and across corporate functions and multiple business units/divisions

• Ability to influence and team with both senior leaders and peers on key initiatives and agenda

• Demonstrated experience in developing/increasing HR’s capabilities in talent management and organization

capability

• Evidence of strong project management skills

 • Prior success in working and partnering with senior HR leaders required, prior experience as a senior HR generalist desired

• Superb analytical and problem-solving skills

• Established robust network of external HR professionals, consultants and academics to maintain up-to-date knowledge, practices and evidence-based research

• Master's degree required in either Organization Development, Industrial and Organizational Psychology, Human Resources Management, Business, Education or in a related field

• Track record, knowledge and lived experience centering equity, diversity, and inclusion.

Knowledge Areas

• Systems thinking and models

• Change management

• Deep knowledge of integrated talent lifecycle from sourcing to assessment to development including processes and needed infrastructure

• Competency model development

• Individual and organization assessment design, analysis and action planning

• Strategic planning and other business planning processes

• HR and business metrics

• Robust 70-20-10 development planning

• Learning management systems

• Internal branding and employee value proposition building

• Use of human capital and workforce planning frameworks and tools

• Communication planning and execution

Our Commitment to Diversity, Equity & Inclusion

The ability to carry out our mission and to foster our commitment to diversity, equity and inclusion can best be pursued if our workforce, grantees, donors, partners, and governing body are inclusive of individuals of diverse backgrounds, beliefs, and perspectives.

We believe that diversity encompasses, but is not limited to, age, color, education, ethnicity, family or marital status, gender, gender identity or expression, language, national origin, physical and mental abilities or characteristics, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and/or other characteristics that make an individual unique. The Cleveland Foundation is committed to equal employment opportunities for all. The ability to carry out our mission and to foster our commitment to diversity, equity and inclusion can best be pursued if our workforce, grantees, donors, partners, and governing body are inclusive of individuals of diverse backgrounds, beliefs, and perspectives.

How to Apply

If you are interested in applying for this position, please click this link to submit your resume and cover letter as soon as possible. We regret that we cannot respond personally to each applicant.