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Company Overview:
Duties & Responsibilities:
Work Experience &/or Education:
Dollar General Corporation has been delivering value to shoppers for more than 80 years. Dollar General helps shoppers Save time. Save money. Every day.® by offering products that are frequently used and replenished, such as food, snacks, health and beauty aids, cleaning supplies, basic apparel, housewares and seasonal items at everyday low prices in convenient neighborhood locations. Dollar General operates more than 18,000 stores in 47 states, and we’re still growing. Learn more about Dollar General at www.dollargeneral.com.
Job Details:
General Summary:
Responsible for the design and execution of core organizational development and talent management processes and programs across the company to include performance management, succession planning, employee opinion survey, and internal/external assessment and development programs. Primary liaison for the HR Generalist teams within the SSC, field, DC organizations, and emerging markets and supports those groups from an analysis, training, and consultative perspective.
Duties & Responsibilities:
- Leads the roll-out and execution of core annual OD processes to client groups across the stores, distribution centers, SSC organizations, pOpshelf, and emerging markets. Partners with HR Generalists across the business to solicit program and process feedback. Partners with HR Systems and IT teams on system design and functionality in support of performance management and succession planning cycles. Makes recommendations on process and program changes required to more effectively support the business.
- Supports the execution of a robust company listening strategy across the stores, distribution centers, SSC organizations, and emerging markets. Collaborates with HR Generalists across the organization to understand business priorities, challenges being faced, and engagement focuses. Helps lead the employee opinion survey strategy, including data analysis, while proactively leveraging other platforms to gauge employee engagement and offer recommendations to drive business outcomes
- Provides recommendations for solving key business challenges from an organization development/effectiveness viewpoint. Works with business leaders and HR partners to create the optimal, fit-for-purpose solution(s) based on the diagnosis with clearly defined success measures. Manages implementation with effective change management, ensuring stakeholder engagement throughout the process. Ensures scalability of programs to span multiple business units (retail, distribution and corporate) based on strategic focus areas and functional needs assessments.
- Partners with IT on a regular basis on process improvement and system implementations to support business needs. Leads new performance/talent management system launches or upgrades in conjunction with HR Systems team and external technical partners/vendors.
Qualifications:
Knowledge, Skills and Abilities:
- Strong analytical and critical thinking skills, demonstrated by the ability to assimilate new information, understand complex topics; ability to effectively analyze and summarize quantitative and qualitative information
- Ability to assess organizational needs and identify leadership gaps
- Strong consultation and facilitation skills; demonstrated proficiency and effectiveness in large group training settings
- Strong attention to detail, including the ability to analyze information from a variety of sources to track and report data
- Demonstrated technical skills and proficiency in all MS Office applications with particular strength and aptitude in spreadsheet and database applications
- Proven project management skills, including the ability to manage multiple projects simultaneously
- Excellent verbal and interpersonal skills; ability to work with and communicate effectively with all levels of staff and senior management
- Flexible and adaptable to change; ability to challenge the status quo and look for new ways of executing process
- Broad understanding and demonstrated application of OD and effectiveness frameworks, methodologies, and approaches
- Demonstrated influencing skills, presence, and the confidence necessary to secure commitment and to lead the implementation of relevant programs across multiple levels in the organization, from individual contributors to executives
- Ability to build strong, mutually beneficial relationships with internal and external stakeholders at all levels
Work Experience &/or Education:
Bachelor’s degree in organizational development, human resources or business management field preferred. Five to seven years work experience in an OD or HR related field required. HR Generalist experience and/or experience leading/consulting with large business or HR teams preferred. Successful track record of implementing large scale organizational development initiatives applying change management frameworks.
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