3 New Messages
Digest #1323
Messages
Mon Sep 3, 2012 2:36 pm (PDT) . Posted by:
"john sampson" jcsspike
Date: Tue, 28 Aug 2012 09:40:35 -0400
From: arnise.frederick@princetoninformation.com
To: jcsspike@yahoo.com
Subject: Project Management – MS Project, Clarity or Sharepoint – NYC Contract – Insurance/Financial Services
Project Management – MS Project, Clarity or Sharepoint – NYC Contract – Insurance/Financial Services
Hello,
My name is Arnise and I'm an IT recruiter at Princeton Information. Our records show that you are an experienced IT professional with experience working as a Project Manager or Program Manager. Additional skills would be use of MS project, Clarity PPM or SharePoint. Please forward your resume for immediate consideration.
*******C2C or W2 ok!
Here are the details:
Request ID: 12-06064/559-1
Position Type: contract only
Work Location: New York NY_05996
Position: Project Manager - IT Project Manager - Senior
Job Description: Program Management Office – Project Manager Description
• Seeking a Senior Project Manager with solid experience working with business users as a project manager, building relationships and leading projects from project initiation through to project close
• 8+ years of program and project management experience who has reported into a PMO, as well as, worked within a PMO and been responsible for governance of projects.
• Ability to understand the business needs, facilitate the definition of scope, identify risks and provide alternative approaches to the program teams.
• Certified in Program Management Professional (PgMP) or Project Management Professional (PMP)
• Should be willing and able to attend meeting in both mid-town Manhattan and Northern NJ.
Job Summary:
Candidate will act as a liaison assigned to Enterprise Strategic Programs. The Liaison role is to provide tactical program and project management coaching and guidance to the business work-streams they support. The Liaison works closely with senior managers and the functional project managers. Liaisons will support multiple teams on Strategic Enterprise Programs and Mergers and Acquisitions, The Liaison's role is to ensure that all users understand and can apply the MetLife Program and Project Management processes, tools and training materials. They will facilitate or deliver the basic process and tool training as well as provide on-going support. Liaisons work with teams to help identify and resolve program issues, risks and interdependencies, overlaps and integration concerns across the enterprise program.
Functional Responsibilities:
• Oversees high priority projects which require considerable resources and high levels of functional integration.
• Independently handles assigned components of the project such as scheduling, cost management, issue, risk and dependency management, etc.
• Manages multiple teams and projects on one or more programs.
• Oversees the creation of all program documentation.
• Runs program meetings and creates status reports in absence of Strategic Program Manager.
• May work with other teams to setup programs on Program Management Tool (Clarity).
• Performs other duties as assigned or required
• No formal supervisory responsibilities. Requires ability to lead and motivate project team members that are not direct reports.
Requirements
• Thoroughly familiar with program and project management concepts, continues to learn new and updated concepts, and able to apply concepts in various situations.
• Understands multiple lines of business, corporate functions and interdependencies.
• Experience in program issue, risk, change and dependency management, quality management, and financial management of business programs
• Good relationship building and conflict management skills; Solid interpersonal and facilitation skills
• Consulting experience for project and program management with ability to coach and train others
• Strong communication / writing and presentation skills
• Self-directed and highly motivated
• Strong project management and coordination skills
• Ability to manage multiple priorities
• Solid MS Project skills and has worked with Clarity or a similar PPM tools
• Analytical thinking
• Customer Service Orientation
• Insurance or financial services experience desired
• Integration experience desired
Release Comments: This position is for a professional day resource and overtime cannot be approved.
Thanks again.
Arnise
............................
Princeton Information
100 Harborside Financial Center, 11th Floor
Jersey City, NJ 07311
201-604-9900
MIS Ntwk Assoc Mtg Date
Sept 4th - No Mtg - Labor Day Holiday
Sept 11th - Tues Reg Mtg - 6 pm - Berman Larson Kane Offices, Paramus - DO NOT use GPS for directions. Get dir from BLK site - Bring 15 copies of your resume
Oct 2 - Tues - Recruiter Night Out Dinner Mtg - Joe Gadino - Moderator SAP America: Rick Kilcoyne - Carter MacKenzie Select: Pat Jones - UPS: Janelle Razzino - Razzino Associates
From: arnise.frederick@
To: jcsspike@yahoo.
Subject: Project Management – MS Project, Clarity or Sharepoint – NYC Contract – Insurance/Financial Services
Project Management – MS Project, Clarity or Sharepoint – NYC Contract – Insurance/Financial Services
Hello,
My name is Arnise and I'm an IT recruiter at Princeton Information. Our records show that you are an experienced IT professional with experience working as a Project Manager or Program Manager. Additional skills would be use of MS project, Clarity PPM or SharePoint. Please forward your resume for immediate consideration.
*******C2C or W2 ok!
Here are the details:
Request ID: 12-06064/559-
Position Type: contract only
Work Location: New York NY_05996
Position: Project Manager - IT Project Manager - Senior
Job Description: Program Management Office – Project Manager Description
• Seeking a Senior Project Manager with solid experience working with business users as a project manager, building relationships and leading projects from project initiation through to project close
• 8+ years of program and project management experience who has reported into a PMO, as well as, worked within a PMO and been responsible for governance of projects.
• Ability to understand the business needs, facilitate the definition of scope, identify risks and provide alternative approaches to the program teams.
• Certified in Program Management Professional (PgMP) or Project Management Professional (PMP)
• Should be willing and able to attend meeting in both mid-town Manhattan and Northern NJ.
Job Summary:
Candidate will act as a liaison assigned to Enterprise Strategic Programs. The Liaison role is to provide tactical program and project management coaching and guidance to the business work-streams they support. The Liaison works closely with senior managers and the functional project managers. Liaisons will support multiple teams on Strategic Enterprise Programs and Mergers and Acquisitions, The Liaison's role is to ensure that all users understand and can apply the MetLife Program and Project Management processes, tools and training materials. They will facilitate or deliver the basic process and tool training as well as provide on-going support. Liaisons work with teams to help identify and resolve program issues, risks and interdependencies, overlaps and integration concerns across the enterprise program.
Functional Responsibilities:
• Oversees high priority projects which require considerable resources and high levels of functional integration.
• Independently handles assigned components of the project such as scheduling, cost management, issue, risk and dependency management, etc.
• Manages multiple teams and projects on one or more programs.
• Oversees the creation of all program documentation.
• Runs program meetings and creates status reports in absence of Strategic Program Manager.
• May work with other teams to setup programs on Program Management Tool (Clarity).
• Performs other duties as assigned or required
• No formal supervisory responsibilities. Requires ability to lead and motivate project team members that are not direct reports.
Requirements
• Thoroughly familiar with program and project management concepts, continues to learn new and updated concepts, and able to apply concepts in various situations.
• Understands multiple lines of business, corporate functions and interdependencies.
• Experience in program issue, risk, change and dependency management, quality management, and financial management of business programs
• Good relationship building and conflict management skills; Solid interpersonal and facilitation skills
• Consulting experience for project and program management with ability to coach and train others
• Strong communication / writing and presentation skills
• Self-directed and highly motivated
• Strong project management and coordination skills
• Ability to manage multiple priorities
• Solid MS Project skills and has worked with Clarity or a similar PPM tools
• Analytical thinking
• Customer Service Orientation
• Insurance or financial services experience desired
• Integration experience desired
Release Comments: This position is for a professional day resource and overtime cannot be approved.
Thanks again.
Arnise
............
Princeton Information
100 Harborside Financial Center, 11th Floor
Jersey City, NJ 07311
201-604-9900
MIS Ntwk Assoc Mtg Date
Sept 4th - No Mtg - Labor Day Holiday
Sept 11th - Tues Reg Mtg - 6 pm - Berman Larson Kane Offices, Paramus - DO NOT use GPS for directions. Get dir from BLK site - Bring 15 copies of your resume
Oct 2 - Tues - Recruiter Night Out Dinner Mtg - Joe Gadino - Moderator SAP America: Rick Kilcoyne - Carter MacKenzie Select: Pat Jones - UPS: Janelle Razzino - Razzino Associates
Mon Sep 3, 2012 2:55 pm (PDT) . Posted by:
"john sampson" jcsspike
SAVE THE DATE
COMBINED DINNER MTG – TUESDAY, October 2nd
Recruiter Night Out
Raffle To Be Contributed By Razzino Associates
On Tuesday evening, October 2nd, MIS Network Associates (MNA), IT-Networking, the ETP Network, TENG, The Breakfast Club of NJ, Monmouth Networking, and Careers In Transition (CIT) will host a combined Recruiter Night Out dinner meeting for members, alumni, friends, and guests at The Holiday Inn in Totowa, NJ. The Recruiter Night Out will include a dialogue with a panel of four recruiters from the venues listed below responding to pre-published questions and ad hoc inquiries from the dinner meeting attendees:
- Contingency: TBD
- Corporate: Patricia Jones -- UPS
- Contingency: Janelle Razzino -- Razzino Associates
- Consulting: Rick Kilcoyne -- CMK Select
The panel will be moderated by Joe Gadino – SAP America
Unedited questions for the panel are included below. These questions are subject to editing until Friday, September 28th, when the final list will be published electronically to the confirmed attendees. Please return your comments on the questions to John Sampson at jcsspike@yahoo.com ASAP. The final questions will be available in hard copy at the registration desk the evening of the dinner meeting on October 2nd. Again, ad hoc questions will be accepted by the moderator during the discussion with the panelists and Joe Gadino may have a few questions for the panelists himself.
The schedule for the dinner meeting on October 2nd will be:
- 6:00 to 6:45 pm – Registration, "speed dating", and cash bar
- 6:45 to 7:15 pm – Personal Introductions
- 7:15 pm -- Dinner
- 8:00 pm -- Panel discussion moderated by Joe Gadino
- 9:30 pm (approx) Raffle – you must be there to win
The informal networking groups are so helpful in networking that we will do the "speed dating" again on the 2nd before we sit down for dinner and the general introductions. Briefly, these informal "dates" consist of up to 4 people and last for 5 to 10 minutes. At the end of the 10 minutes, the groups break up and new ones are formed with different participants. Suggested dialogues for your "speed dating" encounters will be provided at the registration desk in case you are at a loss for what to say during these conversations.
There will be an opportunity to circulate up to 50 copies of your resume, personal bio, leads, or other appropriate material in a handout for each participant from the dinner.
The cost will be $30 for everyone if forwarded by mail or other to John Sampson by COB Friday September 14th at 2 Blackfoot Cir, Wayne NJ 07470. Checks should be made out to John Sampson who can be reached by phone at 973-248-3251 or via email at jcsspike@yahoo.com . Reservations can also be made by contacting Lizanne Fiorentino at adminedg@optonline.net but checks must be sent directly to John.
An initial list of attendees will be emailed to all the RSVPs, members of MNA, the ETP Network, TENG, The Breakfast Club of NJ, Monmouth Ntwkg, IT-Net, CIT and other interested parties over the weekend of September 29th. The RSVP list will facilitate networking at the Oct 2nd event and can be used to communicate with attendees in advance or after the dinner meeting. For those attendees who are working, current work affiliation, email address, three previous companies you've worked for/consulted at, professional job interest or position availability must be included in your RSVP.
For those attendees who are in transition, three target companies should be included in your RSVP as well as the type of position you seek.
A "final" numbered RSVP list of attendees will be available along with the pre-published questions and an ID badge at the registration desk on the 2nd. Your number on the final RSVP list should be part of your introduction: "I'm number x on the RSVP list …". All attendees should have their sharp, crisp, 30 second elevator speech at the ready. Too many "ahs, dees and doeses" will be cut off unceremoniously. Remember, you and your introduction will be between the rest of the attendees and dinner!
A final RSVP list of the actual attendees will be emailed to everyone who participated by Oct 8th.
The cost for the event will be $45 after COB on Sept 15 and before October 2 nd. We will accept a LIMITED number of walk-ins on the 2nd. Anyone who attends on the 2nd and whose check has not been received by COB on the October 1st will be charged $60 WITHOUT EXCEPTION. There will be NO refunds and no shows WILL be billed.
Again, bring 50 copies of your bio/resume, leads, or materials you wish to be included in the handout the evening of October 2nd.
Directions to the Holiday Inn at One Rt 46 Westbound in Totowa can be found at www.holiday-inn.com/totowanj. Traffic congestion on Rt 46 at rush hour is always substantial, so allow an extra half hour to get to the Holiday Inn.
Dues are due for MNA Members.
If you would like to help out at the meeting on the 2nd, volunteer to be a "Meeting Marshall". Call John Sampson at 973-248-3251 for details. We can use your help!!!
Please join us for what always is a well attended evening of lively discussion, great networking opportunities, and a chance to just catch up.
Draft Questions for Recruiters Night Out 10/02/12
(Pls edit these questions appropriately and return the results to John Sampson)
Industry Related
1. What is your perception of the current job market?
2. Are there any companies/industries where there is a lot of hiring activity?
Client Related
3. Are any of your clients/customers refusing to accept resumes from candidates who are unemployed?
4. What are the top issues or problems that your clients are trying to solve?
a. most sought after skills?
5. What do you think about cover letters? Are "T" letters valuable?
6. What is your/your client's policy regarding references and Social Security numbers up front? Are they required, what should a candidate do when asked for them?
7. Do your customers/clients use social media for recruiting or due diligence on candidates?
8. How do you use LinkedIn? What kind of time do you spend on LinkedIn daily?
9. Do any of your clients require candidates to share their Facebook passwords?
Personal
10. How important is it to respond immediately to an ad for one of your positions?
11. What can a person do to differentiate themselves from their competition?
12. How important are certifications? Which ones are in the most demand?
13. How and how often should candidates stay in touch with you?
Final
14. Considering the audience tonight, is there a final piece of advice you would like to offer them about dealing with Recruiters like yourselves in this kind of an employment market?
MIS Ntwk Assoc Mtg Date
Sept 4th - No Mtg - Labor Day Holiday
Sept 11th - Tues Reg Mtg - 6 pm - Berman Larson Kane Offices, Paramus - DO NOT use GPS for directions. Get dir from BLK site - Bring 15 copies of your resume
Oct 2 - Tues - Recruiter Night Out Dinner Mtg - Joe Gadino - Moderator SAP America: Rick Kilcoyne - Carter MacKenzie Select: Pat Jones - UPS: Janelle Razzino - Razzino Associates
COMBINED DINNER MTG – TUESDAY, October 2nd
Recruiter Night Out
Raffle To Be Contributed By Razzino Associates
On Tuesday evening, October 2nd, MIS Network Associates (MNA), IT-Networking, the ETP Network, TENG, The Breakfast Club of NJ, Monmouth Networking, and Careers In Transition (CIT) will host a combined Recruiter Night Out dinner meeting for members, alumni, friends, and guests at The Holiday Inn in Totowa, NJ. The Recruiter Night Out will include a dialogue with a panel of four recruiters from the venues listed below responding to pre-published questions and ad hoc inquiries from the dinner meeting attendees:
- Contingency: TBD
- Corporate: Patricia Jones -- UPS
- Contingency: Janelle Razzino -- Razzino Associates
- Consulting: Rick Kilcoyne -- CMK Select
The panel will be moderated by Joe Gadino – SAP America
Unedited questions for the panel are included below. These questions are subject to editing until Friday, September 28th, when the final list will be published electronically to the confirmed attendees. Please return your comments on the questions to John Sampson at jcsspike@yahoo.
The schedule for the dinner meeting on October 2nd will be:
- 6:00 to 6:45 pm – Registration, "speed dating", and cash bar
- 6:45 to 7:15 pm – Personal Introductions
- 7:15 pm -- Dinner
- 8:00 pm -- Panel discussion moderated by Joe Gadino
- 9:30 pm (approx) Raffle – you must be there to win
The informal networking groups are so helpful in networking that we will do the "speed dating" again on the 2nd before we sit down for dinner and the general introductions. Briefly, these informal "dates" consist of up to 4 people and last for 5 to 10 minutes. At the end of the 10 minutes, the groups break up and new ones are formed with different participants. Suggested dialogues for your "speed dating" encounters will be provided at the registration desk in case you are at a loss for what to say during these conversations.
There will be an opportunity to circulate up to 50 copies of your resume, personal bio, leads, or other appropriate material in a handout for each participant from the dinner.
The cost will be $30 for everyone if forwarded by mail or other to John Sampson by COB Friday September 14th at 2 Blackfoot Cir, Wayne NJ 07470. Checks should be made out to John Sampson who can be reached by phone at 973-248-3251 or via email at jcsspike@yahoo.
An initial list of attendees will be emailed to all the RSVPs, members of MNA, the ETP Network, TENG, The Breakfast Club of NJ, Monmouth Ntwkg, IT-Net, CIT and other interested parties over the weekend of September 29th. The RSVP list will facilitate networking at the Oct 2nd event and can be used to communicate with attendees in advance or after the dinner meeting. For those attendees who are working, current work affiliation, email address, three previous companies you've worked for/consulted at, professional job interest or position availability must be included in your RSVP.
For those attendees who are in transition, three target companies should be included in your RSVP as well as the type of position you seek.
A "final" numbered RSVP list of attendees will be available along with the pre-published questions and an ID badge at the registration desk on the 2nd. Your number on the final RSVP list should be part of your introduction: "I'm number x on the RSVP list …". All attendees should have their sharp, crisp, 30 second elevator speech at the ready. Too many "ahs, dees and doeses" will be cut off unceremoniously. Remember, you and your introduction will be between the rest of the attendees and dinner!
A final RSVP list of the actual attendees will be emailed to everyone who participated by Oct 8th.
The cost for the event will be $45 after COB on Sept 15 and before October 2 nd. We will accept a LIMITED number of walk-ins on the 2nd. Anyone who attends on the 2nd and whose check has not been received by COB on the October 1st will be charged $60 WITHOUT EXCEPTION. There will be NO refunds and no shows WILL be billed.
Again, bring 50 copies of your bio/resume, leads, or materials you wish to be included in the handout the evening of October 2nd.
Directions to the Holiday Inn at One Rt 46 Westbound in Totowa can be found at www.holiday-
Dues are due for MNA Members.
If you would like to help out at the meeting on the 2nd, volunteer to be a "Meeting Marshall". Call John Sampson at 973-248-3251 for details. We can use your help!!!
Please join us for what always is a well attended evening of lively discussion, great networking opportunities, and a chance to just catch up.
Draft Questions for Recruiters Night Out 10/02/12
(Pls edit these questions appropriately and return the results to John Sampson)
Industry Related
1. What is your perception of the current job market?
2. Are there any companies/industrie
Client Related
3. Are any of your clients/customers refusing to accept resumes from candidates who are unemployed?
4. What are the top issues or problems that your clients are trying to solve?
a. most sought after skills?
5. What do you think about cover letters? Are "T" letters valuable?
6. What is your/your client's policy regarding references and Social Security numbers up front? Are they required, what should a candidate do when asked for them?
7. Do your customers/clients use social media for recruiting or due diligence on candidates?
8. How do you use LinkedIn? What kind of time do you spend on LinkedIn daily?
9. Do any of your clients require candidates to share their Facebook passwords?
Personal
10. How important is it to respond immediately to an ad for one of your positions?
11. What can a person do to differentiate themselves from their competition?
12. How important are certifications? Which ones are in the most demand?
13. How and how often should candidates stay in touch with you?
Final
14. Considering the audience tonight, is there a final piece of advice you would like to offer them about dealing with Recruiters like yourselves in this kind of an employment market?
MIS Ntwk Assoc Mtg Date
Sept 4th - No Mtg - Labor Day Holiday
Sept 11th - Tues Reg Mtg - 6 pm - Berman Larson Kane Offices, Paramus - DO NOT use GPS for directions. Get dir from BLK site - Bring 15 copies of your resume
Oct 2 - Tues - Recruiter Night Out Dinner Mtg - Joe Gadino - Moderator SAP America: Rick Kilcoyne - Carter MacKenzie Select: Pat Jones - UPS: Janelle Razzino - Razzino Associates
Tue Sep 4, 2012 4:31 am (PDT) . Posted by:
"Ian Kennedy" ibkennedy47
Dear Friends,
Please respond directly to Patricia and mention my name.
Good luck, Ian
Ian Kennedy
President
[cid:image001.png@01CD8A6F.39669700 ]
ikennedy@schegggroup.com <mailto:ikennedy@schegggroup.com >
www.schegggroup.com<Ian%20Kennedy.htm#_top>
203-538-8802 (w) 203-225-0893 (f)
[cid:image002.jpg@01CD8A6F.39669700 ]<http://www.linkedin.com/in/ibkennedy >
We currently have several searches underway. Please click here<http://www.schegggroup.com/search-practice/search-openings/ > to see the open positions and here<http://www.schegggroup.com/search-practice/submit-your-resume/ > to upload your resume to our database.
For information on our outplacement programs click here<http://www.schegggroup.com/outplacement >.
For information on our coaching programs click here<http://www.schegggroup.com/coaching/ >.
***This information may be confidential and/or privileged. Use of this information by anyone other than the intended recipient is prohibited. If you receive this in error, please inform the sender and remove any record of this message. ***
Please consider the environment before printing this e-mail
Position Specification - Retained Search
Position: Director, Organizational Effectiveness & Leadership Development
Company: Confidential
Reporting to: Vice President, Global Human Resources & Chief Human Resource Officer (CHRO)
Location: Stamford, Connecticut
________________________________
The Opportunity
Our client has retained Gilbert Tweed International to identify candidates for the position of Director, Organizational Effectiveness & Leadership Development. This position is a critical management function. The Director, Organizational Effectiveness & Leadership Development position is a leadership and operations role with responsibility for centrally creating, implementing, and managing all organizational effectiveness strategies and processes. The focus of the Director role is on improving work force readiness, culture, performance, and the organizational footprint. The position provides organizational development processes and effective performance consulting for both division and enterprise-wide projects and initiatives. The Director will accomplish Organizational Effectiveness goals through goal development, needs assessment, change management, organizational diagnosis, role and responsibility clarification, and design and implementation of process and performance objectives. In this role, the Director will collaborate closely with divisional HR partners and peers on the central Talent Management, HR Services, and Compensation teams. This position reports to the Vice President, Global HR and CHRO and is located in Stamford CT.
Key Responsibilities
The Director, Organizational Effectiveness & Leadership Development is responsible for:
§ Organizational Design - Work with leaders to align structure and process to strategic aims and build the capability of HR function.
§ Change Design and Implementation - Lead HR change efforts with the CHRO across the enterprise and divisions, and advise on ongoing change efforts within the businesses and functions.
§ Performance Management -Manage the company's performance management process, including process and material design, development, and training. Ensure effective utilization of tools and culture of high performance, while providing a global platform for meaningful feedback and dialogue about performance and development. Own global performance review process.
§ Partnership Building - Build alliances and partnerships with Leaders and HR Partners to increase consistency and capability to align strategy, design organizations, and manage change effectively.
§ Metrics and Measurement - Create, access, and monitor effectiveness of HR processes against identified measurements and metrics. Work with HR Partners to identify success measures, monitor and evaluate programs and interventions. Evaluate, monitor, track, and document group and individual results for effectiveness and alignment with business needs and goals.
§ Internal HR Consulting Engagements - Scope, contract, and consult using organizational assessment and development methodologies / tools to impact business effectiveness.
§ Lead organizational design, performance management, change management, process re-engineering as required. Contract with the HR Partner and/or Business Leader to define work, deliverables, resources, timeline and governance.
§ OD Capability Building - Consult and act as a subject matter expert to internal HR partners and others as appropriate in support of OD capability building and increase capacity to identify future OD work. Support divisional HR Partners with OE issues and build OE capability in the HR function.
Organizational Effectiveness
§ Provide strategic leadership and oversight for the development and implementation of
programs that lead the organization through systemic change and root-cause problem solving,
improve the organization's capability and increase employee engagement.
§ Lead and influence the implementation of initiatives that support the building and maintenance
of a culture of Employee Engagement across the company; this includes incorporating the
values of the company, measuring employee engagement via employee surveys and other
pulse surveys, leveraging employee groups to drive culture change and continuous
improvement initiatives across the organization.
§ Manage the implementation of organizational change management projects including the
diagnostic, problem solving/solution development and implementation, including stakeholder
management, leadership alignment, organizational development, culture and communication.
§ Identify structures and governance for change management. Facilitate cross team sharing of
best practices and lessons learned.
§ Measures change process
Leadership Development
§ Create a strategy for global Learning and Leadership development which will help to continually
improve productivity throughout the company. This includes oversight of the design and
delivery of training workshops targeting all levels of management skill gaps, from basic to
advanced and partnering with the functional disciplines to define and deliver functional/skill
specific training.
§ Review leadership success factors based upon current and future needs and update leadership
model and competencies accordingly.
§ Coordinate the development, implementation and evaluation of a structured development
program for high potential employees and managers throughout the organization.
Required Skills & Experience
The ideal candidate will have a demonstrated track record of success and be viewed as a highly driven, -directed thought leader. This self-directed, highly organized individual will demonstrate a high degree of self intelligence and executive presence, consultative yet decisive management style and offer exceptional leadership, strategy and influencing skills. He/she will be highly regarded by superiors, subordinates and business leaders alike. The selected candidate will possess the following:
§ Minimum of 10 years human resources management experience including the following areas:
staffing, assessment and selection, training and development, leadership development,
organizational development, change management and continuous process improvement;
developing and implementing policies and procedures as well as other duties assigned.
§ Previous senior management or executive level role in a comparable organization having been
responsible for functional and strategic aspects of human Resources and/or departmental staff
assessment, management and development for an HR staff.
§ A reputation among peers, client executives and managers as trusted subject matter expert.
§ A consultative management style, focused leadership and management abilities, and a team
player-orientation who adds to the overall success of the human resources function and
company at large.
§ Detail-orientation with a logical, methodical approach to problem solving.
§ Demonstrated ability to interact effectively with and influence the decision making of senior
management through a polished executive presence and consultative management style.
§ Successful track record of implementing large scale/systemic change efforts across a global
organization.
§ Ability to operate both strategically and tactically, providing vision and leadership along with the
operational know-how to achieve that vision.
§ Superior communication skills, written and verbal, with the ability to address and influence all
levels within the organization.
§ Track record of building, training, motivating and managing teams that achieve high levels of
success and flourish within organizations.
§ A bachelor's degree in human resources, business administration or other related field; an
advanced degree (MBA, masters in human resources, advanced OD/IO psychology degree) is
preferred.
Compensation
A competitive compensation package will be offered to the successful candidate.
Contacts
For additional information, please contact:
Patricia Browne-Zak Karen Reza
Managing Director Executive Director
Gilbert Tweed International Gilbert Tweed International
203-253-1405 mobile (preferred) 917-816-0154 mobile (preferred)
212-204-9495 office direct kreza@gilberttweed.com <mailto:kreza@gilberttweed.com >
pbrowne-zak@gilberttweed.com <mailto:pbrowne-zak@gilberttweed.com >
About Gilbert Tweed International
Gilbert Tweed International is a retained executive search firm with several highly developed and
successful specialty practices. Founded in 1972, today the firm is one of the top 20 executive search
firms in the United States and derives 92% of its business from existing clients. Through our
headquarters in New York and offices in Boston, Stamford, Washington DC, Europe and India, we serve a
broad range of clients ranging from Fortune 100 corporations to entrepreneurial ventures, including not
for profits and educational institutions. Over the years the firm has conducted executive search
assignments and established expertise in virtually every major industry and organizational functional
area at the Board, C-suite, Executive Vice President, Vice President and Director levels. Gilbert Tweed
International is a minority and woman-owned business.
This job description is intended to provide an overview of the requirements of the position. As such, this is not necessarily an exhaustive list of all responsibilities, skills, duties, requirements, efforts or working conditions associated with the job. Management reserves the sole right to revise job descriptions and to require other tasks be performed when the circumstances of the job change.
Please respond directly to Patricia and mention my name.
Good luck, Ian
Ian Kennedy
President
[cid:image001.png@
ikennedy@schegggrou
www.schegggroup.
203-538-8802 (w) 203-225-0893 (f)
[cid:image002.jpg@
We currently have several searches underway. Please click here<http://www.schegggr
For information on our outplacement programs click here<http://www.schegggr
For information on our coaching programs click here<http://www.schegggr
***This information may be confidential and/or privileged. Use of this information by anyone other than the intended recipient is prohibited. If you receive this in error, please inform the sender and remove any record of this message. ***
Please consider the environment before printing this e-mail
Position Specification - Retained Search
Position: Director, Organizational Effectiveness & Leadership Development
Company: Confidential
Reporting to: Vice President, Global Human Resources & Chief Human Resource Officer (CHRO)
Location: Stamford, Connecticut
____________
The Opportunity
Our client has retained Gilbert Tweed International to identify candidates for the position of Director, Organizational Effectiveness & Leadership Development. This position is a critical management function. The Director, Organizational Effectiveness & Leadership Development position is a leadership and operations role with responsibility for centrally creating, implementing, and managing all organizational effectiveness strategies and processes. The focus of the Director role is on improving work force readiness, culture, performance, and the organizational footprint. The position provides organizational development processes and effective performance consulting for both division and enterprise-wide projects and initiatives. The Director will accomplish Organizational Effectiveness goals through goal development, needs assessment, change management, organizational diagnosis, role and responsibility clarification, and design and implementation of process and performance objectives. In this role, the Director will collaborate closely with divisional HR partners and peers on the central Talent Management, HR Services, and Compensation teams. This position reports to the Vice President, Global HR and CHRO and is located in Stamford CT.
Key Responsibilities
The Director, Organizational Effectiveness & Leadership Development is responsible for:
§ Organizational Design - Work with leaders to align structure and process to strategic aims and build the capability of HR function.
§ Change Design and Implementation - Lead HR change efforts with the CHRO across the enterprise and divisions, and advise on ongoing change efforts within the businesses and functions.
§ Performance Management -Manage the company's performance management process, including process and material design, development, and training. Ensure effective utilization of tools and culture of high performance, while providing a global platform for meaningful feedback and dialogue about performance and development. Own global performance review process.
§ Partnership Building - Build alliances and partnerships with Leaders and HR Partners to increase consistency and capability to align strategy, design organizations, and manage change effectively.
§ Metrics and Measurement - Create, access, and monitor effectiveness of HR processes against identified measurements and metrics. Work with HR Partners to identify success measures, monitor and evaluate programs and interventions. Evaluate, monitor, track, and document group and individual results for effectiveness and alignment with business needs and goals.
§ Internal HR Consulting Engagements - Scope, contract, and consult using organizational assessment and development methodologies / tools to impact business effectiveness.
§ Lead organizational design, performance management, change management, process re-engineering as required. Contract with the HR Partner and/or Business Leader to define work, deliverables, resources, timeline and governance.
§ OD Capability Building - Consult and act as a subject matter expert to internal HR partners and others as appropriate in support of OD capability building and increase capacity to identify future OD work. Support divisional HR Partners with OE issues and build OE capability in the HR function.
Organizational Effectiveness
§ Provide strategic leadership and oversight for the development and implementation of
programs that lead the organization through systemic change and root-cause problem solving,
improve the organization'
§ Lead and influence the implementation of initiatives that support the building and maintenance
of a culture of Employee Engagement across the company; this includes incorporating the
values of the company, measuring employee engagement via employee surveys and other
pulse surveys, leveraging employee groups to drive culture change and continuous
improvement initiatives across the organization.
§ Manage the implementation of organizational change management projects including the
diagnostic, problem solving/solution development and implementation, including stakeholder
management, leadership alignment, organizational development, culture and communication.
§ Identify structures and governance for change management. Facilitate cross team sharing of
best practices and lessons learned.
§ Measures change process
Leadership Development
§ Create a strategy for global Learning and Leadership development which will help to continually
improve productivity throughout the company. This includes oversight of the design and
delivery of training workshops targeting all levels of management skill gaps, from basic to
advanced and partnering with the functional disciplines to define and deliver functional/skill
specific training.
§ Review leadership success factors based upon current and future needs and update leadership
model and competencies accordingly.
§ Coordinate the development, implementation and evaluation of a structured development
program for high potential employees and managers throughout the organization.
Required Skills & Experience
The ideal candidate will have a demonstrated track record of success and be viewed as a highly driven, -directed thought leader. This self-directed, highly organized individual will demonstrate a high degree of self intelligence and executive presence, consultative yet decisive management style and offer exceptional leadership, strategy and influencing skills. He/she will be highly regarded by superiors, subordinates and business leaders alike. The selected candidate will possess the following:
§ Minimum of 10 years human resources management experience including the following areas:
staffing, assessment and selection, training and development, leadership development,
organizational development, change management and continuous process improvement;
developing and implementing policies and procedures as well as other duties assigned.
§ Previous senior management or executive level role in a comparable organization having been
responsible for functional and strategic aspects of human Resources and/or departmental staff
assessment, management and development for an HR staff.
§ A reputation among peers, client executives and managers as trusted subject matter expert.
§ A consultative management style, focused leadership and management abilities, and a team
player-orientation who adds to the overall success of the human resources function and
company at large.
§ Detail-orientation with a logical, methodical approach to problem solving.
§ Demonstrated ability to interact effectively with and influence the decision making of senior
management through a polished executive presence and consultative management style.
§ Successful track record of implementing large scale/systemic change efforts across a global
organization.
§ Ability to operate both strategically and tactically, providing vision and leadership along with the
operational know-how to achieve that vision.
§ Superior communication skills, written and verbal, with the ability to address and influence all
levels within the organization.
§ Track record of building, training, motivating and managing teams that achieve high levels of
success and flourish within organizations.
§ A bachelor's degree in human resources, business administration or other related field; an
advanced degree (MBA, masters in human resources, advanced OD/IO psychology degree) is
preferred.
Compensation
A competitive compensation package will be offered to the successful candidate.
Contacts
For additional information, please contact:
Patricia Browne-Zak Karen Reza
Managing Director Executive Director
Gilbert Tweed International Gilbert Tweed International
203-253-1405 mobile (preferred) 917-816-0154 mobile (preferred)
212-204-9495 office direct kreza@gilberttweed.
pbrowne-zak@
About Gilbert Tweed International
Gilbert Tweed International is a retained executive search firm with several highly developed and
successful specialty practices. Founded in 1972, today the firm is one of the top 20 executive search
firms in the United States and derives 92% of its business from existing clients. Through our
headquarters in New York and offices in Boston, Stamford, Washington DC, Europe and India, we serve a
broad range of clients ranging from Fortune 100 corporations to entrepreneurial ventures, including not
for profits and educational institutions. Over the years the firm has conducted executive search
assignments and established expertise in virtually every major industry and organizational functional
area at the Board, C-suite, Executive Vice President, Vice President and Director levels. Gilbert Tweed
International is a minority and woman-owned business.
This job description is intended to provide an overview of the requirements of the position. As such, this is not necessarily an exhaustive list of all responsibilities, skills, duties, requirements, efforts or working conditions associated with the job. Management reserves the sole right to revise job descriptions and to require other tasks be performed when the circumstances of the job change.
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