Director, Talent, Organizational Development, and Strategy

The Robert Wood Johnson Foundation (RWJF; the Foundation), located in Princeton, N.J., is the largest philanthropy in America dedicated solely to health. Since 1972, we have focused on developing and promoting innovations in health and healthcare to improve the lives of millions. In partnership with others, we are working toward a nation that is rooted in equity, compassion, and respect; a nation that provides everyone in America a fair and just opportunity to thrive, no matter who they are, where they live, or how much money they have. This requires addressing many harmful obstacles to wellbeing, including poverty, powerlessness, and discrimination.

We take seriously our responsibilities, and we pledge to work in ways that reflect our Guiding Principles. These are rooted in equity and influence everything we do at RWJF. Equity, diversity, inclusion (EDI), and collaboration allow our staff’s wide range of experiences, passions, and perspectives to enrich our work and strengthen our ability to address our nation’s most pressing health issues. Our efforts to build a Culture of Health and achieve health equity require us to dismantle structural racism and other barriers to health. Part of this work includes actively shaping a multicultural, inclusive, antiracist organization where all staff thrive as we build and use our capabilities, voice, and power to advance health equity. The Foundation offers a collaborative, collegial, and creative work environment. With a career at the Robert Wood Johnson Foundation, you will make a difference.

About This Opportunity

The director, Talent, Organizational Development, and Strategy will report to the senior director, Talent Development and Strategies. In partnership with the senior director, the director will be responsible for design, coordination and implementation of the long-term strategy and approach for training and organizational development programs that address personal, professional, and organization needs of leaders, people leaders, and individual contributors. The director will also create, oversee and update as needed the long-term career development strategy for strategic partnerships and other areas of the Foundation. The position is central to the influence of people leaders and talent partners to support and drive compliance across all functions using a data-driven focus to set priorities that are aligned to ongoing strategic goals.

As with staff at all levels of the Robert Wood Johnson Foundation, the director, Talent, Organizational Development, and Strategy is expected to demonstrate a passionate commitment to equity, and to the Foundation’s mission and Guiding Principles.

Essential Job Responsibilities

Talent Development and Performance

• Assist in the needs/gap analysis process to determine and prioritize scalable learning and developmental solutions. Actively manage the integration of Talent and Learning to ensure consistent approach to designed solutions and employee experience.
• Collect, analyze, and maintain data gathered to inform talent process improvements and targeted leadership development.
  
• Research and assist in the design and development of talent management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
  
• Actively contribute to the design and execution of the talent strategy by managing chosen projects, processes, and initiatives in areas of performance management, talent identification, development and promotion, and onboarding.
  
• Own the 360 feedback and two-way (employee-people leader) feedback strategy and process.
  
• Act as an internal facilitator for selected training offers as needed.
  

Organizational Development

• Develop, manage, and execute talent projects in alignment with strategic HR priorities. Projects range from program development, key-party influence, design, execution, and ROI analytics/measurement.
• Be a strategic advisor to HR regarding talent and organizational effectiveness with a strategic and big-picture view into external trends and the implications on our people.
• Partner with people leaders and HR leaders to understand and anticipate needs and ensure alignment of talent initiatives with strategic goal priorities.
• Leverage relationships with external subject matter experts and vendors and bring best practices/trends to build and embed learning and development programs and curriculum that are differentiators in a learning organization.
  

Change Management

• Support the creation and implementation of comprehensive communication plans for all levels of the business.
• Support the business with organizational change and development as necessary, guide people leaders to address and help support implementing complex organizational design issues where required for business success.
  

HR Program and Project Management

• Lead special project work. Provide project management support, including assistance with developing project plans, calendars, and conducting status review meetings.
• Communicate frequently with project participants; write and present regular project status reports and updates. Facilitate the creation of user documentation and training materials.
• Own day-to-day project management for operational and tactical aspects of the team, including follow-up from all meetings and commitments, such as logistics, meeting preparation and development, and next steps/takeaways, including action-item management.

HR Communications

• Develop and implement talent strategy development communications and plans as a part of change and project management approach and implementation, policies and procedures rollout, and other people strategy initiatives.

Minimum Qualifications

• Commitment to racial and health equity and the Foundation’s vision, values, and Guiding Principles.
• Demonstrated track record of embedding EDI in talent strategies.
• Ability to build trusting and collaborative relationships with multicultural staff.
• Self aware about personal identity.
• Interrupts observed implicit bias and advocates for or leverages EDI in workstreams and on teams.
• Experience working effectively in and fostering an inclusive environment as part of a multidisciplinary team with people from diverse cultural, social, and ethnic backgrounds.
  
• Strategic Orientation: Demonstrated ability to understand and connect the day-to-day priorities, objectives, and activities for the Talent Development Strategy functions to those of the Foundation for optimal results.
  
• Talent Development and Management: Demonstrated ability to lead and implement an organization-wide talent development and management strategy.
  
• Analytics and Data Intelligence: Strong diagnostic, analytical, and quantitative skills with a demonstrated track record for translating data into strategic guidance.
  
• Consulting Skills: Demonstrated consultative and business-partnering skills with the ability to effectively communicate and influence partners across all areas of the business and levels.
  
• Change Management: Ability to design change-management planning beginning with diagnostics through implementation. Demonstrated ability to present ideas effectively and communicate clearly and persuasively with strong presentation skills for the purposes of bringing people along.
  
• Internal Communications: Strong written and verbal communication skills; able to synthesize material and focus quickly on the essence of an issue; identify major opportunities in a specific area; and see the big picture.
  
• Project Management: Strong knowledge and demonstrated application of project management methodologies and approaches to the end-to-end oversight, drive, and management of a portfolio of projects.
  
• Industry Expertise: Clear approach to remain connected to and demonstrate the ability to apply senior-level knowledge of industry trends and employment legislation to ensure compliance and assess impact or influence of trends on organizational objectives and/or operational resources.
  
• Industry Education and Experience: Advanced degree in business management with 10 years of general talent strategy or organizational development experience. At least five years in a people management or leadership position for multiple functional areas within the HR discipline or equivalent education in the form of a Master’s degree combined with five years of experience.
  

Physical Requirements/Working Conditions

The director will perform job duties in a typical business office environment. Specific physical abilities required by this job include operating basic office equipment. Will be required to attend meetings, potentially both in person and off-site via phone or videoconference. Some domestic travel may be required. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.

This position is assigned to our Princeton, N.J. headquarters offices.

As of January 1, 2023, the Foundation has implemented a Hybrid: Flexible Purpose operating model. All RWJF employees will be required to come into Foundation offices during the year for purposes related to their position such as critical tasks (e.g., building operations, grantee meetings), organizational events (e.g., training and development), and internally focused team activities. All RWJF offices remain open for all Foundation employees for focused work, optional organizational activities, and connecting with colleagues informally as needed for individual purposes.

Salary

The starting salary range for the director, Talent, Organizational Development, and Strategy is $160,000 to $165,000. Why work at the Foundation? Learn more about the benefits of working at RWJF.

Application Deadline: September 3, 2023 

The Robert Wood Johnson Foundation is an equal opportunity employer and strongly encourages applications from people of color, persons with disabilities, women, and LGBTQ+ and other underrepresented applicants.