mherman at globalchicago.net
Thu Jun 3 19:52:36 PDT 2004
there is something very funny about a message that says HIGHLY
CONFIDENTIAL skipping from list to list, literally around the world. <g> m
Douglas D. Germann, Sr. wrote:
>Not sure if this fits anyone, but sounded like it might. From another list.
> Sb: [ASAW] Director of OD position
> Fm: "judineal" > INTERNET:judi at spiritatwork.org
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>Dear Friends of Spirit at Work,
>I was contacted today by a search firm that is looking for a Director
>of Organizational Development to relocate to St. Louis, MO. Please
>contact Steve Goering for more information. He gave me permission to
>post this confidential information to the ASAW listserve.
> POSITION OPENING
>10 S. Riverside Plaza, Suite 2250
>Chicago, IL 60606
>Phone (312) 627-9301/ Fax (312) 627-9302
>POSITION TITLE: Director, Organization Development
>REPORTING TO: Vice President of Human Resources, Climate Control
>LOCATION: Bridgeton, MO
>Ingersoll-Rand Company Limited (NYSE:IR) is a provider of climate
>control, industrial solutions, infrastructure development and
>security and safety products. In each of these markets, the Company
>offers a diverse product portfolio that includes industrial and
>commercial brands. Products are sold primarily under the Company's
>name and also under other names, including ABG, Blaw-Knox, Bobcat,
>Club Car, Datum, Dresser-Rand, Dor-o-Matic, Falcon, Glynn-Johnson,
>Hussmann, Johnstone, LCN, Legge, Monarch, Montabert, Normbau,
>Schlage, Steelcraft, Thermo King, Von Duprin and Zimmerman.
>This role will function as a Strategic Partner to all parts of the
>sector's business, including Europe, U.S., Latin America, Asia
>Pacific, and Canada. The Director of Organization Development will
>provide expertise in the identification, development and
>implementation of best practices and process improvements for
>organizational development in the areas of culture, change
>management, acquisition integration, organization design,
>communication, and inclusion/diversity.
>Culture: Build integrated sector culture with focus on developing a
>high performance organization, working within a global organization,
>ensuring mutual respect, and common platform for understanding basic
>business acumen and market intimacy.
>Change Management: Partner with business and HR leaders in managing
>large-scale change and transformation initiatives including strategy
>development, transition management, stakeholder alignment, training
>and communications. Deliver change management training to
>organization and assist in enterprise IRU training.
>Acquisition Integration: Partner with HR Business Leaders as subject
>matter expert for the HR function on all acquisition integration
>teams. Conduct culture and talent assessments and partner in
>development of organization design. Develop communications plan in
>informing all affected personnel, customers, suppliers, and related
>parties information regarding the acquisition and integration to
>include employee meetings, press releases, and various other forms of
>written and visual presentation communications.
>Organization Design: Partner with business and HR leaders in the
>design of optimal structures to support the business strategy.
>Ensure organization alignment both regionally and functionally in
>promoting consistency and performance in delivering both
>organizational efficiencies and avoid organizational redundancies.
>Work closely with Leadership Development Director in identifying key
>internal and external talent in achieving high performing leadership
>team to support organizational needs and culture.
>Communication: Drive manager and employee communication throughout
>the organization in ensuring consistency, alignment with the business
>strategy, and the appropriate audience base. This includes sector
>business strategy and direction, organizational announcements, etc.
>Work with IRDN team in communicating appropriate information to
>Inclusion/Diversity: Drive Inclusion and Diversity initiative
>globally to include leading advisory council, aligning with business
>initiatives, developing management and employee training, and
>integrating into current culture. Content will include developing an
>environment which promotes diversity of thought, mutual respect, and
>the ability and understanding of how to work and lead in a global
>SCOPE & DIMENSIONS:
>This position will be responsible for driving organization
>development to a sector that has approximately 13,000 worldwide
>employees and approximately $2.9 billion in revenue.
>Bachelor's degree required, master's degree in business,
>organizational psychology or related field preferred. 5+ years as a
>subject matter expert in Organization Development processes,
>techniques, methodologies. Certification in assessment tools such as
>PDI, Myers Briggs, and Lominger preferred. Able to work effectively
>and collaboratively with a broad cross section of leadership
>including senior management. Strong business acumen in translating
>business issues into easy to implement, practical, focused
>solutions. Experience managing change aspect of complex, large
>change management issues. Strong project management skills including
>the ability to assess, plan and execute in a highly matrixed
>environment. Able to focus, execute, and deliver high quality.
>Strong interpersonal relationship skills. The ability to
>communicate, collaborate and get things done in a culturally diverse
>and matrixed environment. Ability to thrive on change and
>ambiguity. Adaptable. Ability to travel up to 35%. Must be results-
>drive, highly energetic, service-oriented individual with an
>executive level presence capable of interacting at all levels.
>He/she will be a strategic independent thinker who is a results-
>oriented leader with finely honed communication and people skills
>that quickly inspires the trust and confidence of others. He/she
>will be a good listener and team player that is at his/her best when
>working with others to develop a strategic vision or an effective
>plan of execution. He/she will be a dynamic, fast thinking, hard
>working individual who leads by example, is flexible, and understands
>there is more than one way to accomplish a goal. Finally, the
>individual will be a creative and entrepreneurial thinker who also
>values and inspires creative, entrepreneurial thinking in others.
>Requires an orientation and affinity for details in a business while
>maintaining a long-term vision and global business paradigm.
>Requires strong technical operational, financial and business acumen,
>and the capability to interpret the analysis and convert concepts
>into actions with measurable results.
>A competitive compensation package, including relocation, has been
>designed to attract the top talent.
>The Association for Spirit at Work
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