Director, Talent & Organizational Effectiveness

Day & Zimmermann Company; Pennsylvania; On-site; USD 146,480 - 219,720; Full time

Job summary

Day & Zimmermann Company seeks a Director, Talent & Organizational Effectiveness to lead enterprise talent management and organizational health initiatives across the organization. This role partners with business leaders and HR to drive succession planning, leadership development, performance management, and change readiness.

Reporting to the VP, People & Culture, you will guide workforce insights, identify risks, strengthen leadership pipelines, and advance a skills-based talent strategy while

Qualifications

• Bachelor's degree required in HR, Organizational Development, IO psychology, or related field; equivalent mix accepted.
• Master's degree preferred in Organizational Development, IO psychology, HR, or related field.
• 10+ years of progressive experience in talent management, organizational development, or related disciplines.
• Experience consulting with leaders on succession planning, organizational effectiveness, leadership capability, talent management, and change initiatives.

Responsibilities

• Lead succession planning and talent review practices to strengthen leadership pipelines and identify readiness risks.
• Oversee organizational effectiveness engagements and diagnose health gaps to guide practical recommendations.
• Steward performance management, career development, and talent assessment practices aligned with organizational needs.
• Provide consultation for significant organizational changes, assessing readiness and sponsorship of change.
• Leverage talent reviews and diagnostics to identify trends and inform recommendations.
• Lead and develop the Talent & Organization Effectiveness team and partner with People & Culture leadership.

Skills

Talent management

Succession planning

Leadership development

Organizational development

Organizational effectiveness

Employee listening

Performance management

Change management

Organizational diagnostics

Education

BA/BS in HR/Org Development/IO Psychology/Org Leadership/Business Admin or related

MA/MS in Organizational Development/IO Psychology/HR/Org Leadership/Business Admin or related

Job description

Job Summary

The Director, Talent & Organizational Effectiveness leads enterprise talent management and organizational effectiveness initiatives that strengthen leadership capability, organizational health, workforce readiness, and employee performance across Day & Zimmermann. Reporting to the VP, People & Culture, this role partners with business leaders and HR to drive succession planning, leadership development, performance management, organizational effectiveness, employee listening, and change readiness. Through workforce insights, talent practices, and organizational diagnostics, the Director identifies risks, strengthens leadership pipelines, and improves business outcomes. This role also supports the company's skills-based talent strategy by identifying critical capabilities that inform workforce and development planning, while leading enterprise talent programs and organizational effectiveness consulting.

Responsibilities

• Lead succession planning and talent review practices across the organization, partnering with HR Business Partners and business leaders to strengthen leadership pipelines, improve talent visibility, and identify readiness and continuity risks. Guide leaders in evaluating talent, assessing future potential, identifying critical capability and skill gaps, and developing actions that strengthen leadership readiness, organizational capability, and long-term organizational sustainability. 25%
• Lead the Organizational Effectiveness function by guiding organizational effectiveness engagements, consulting with leaders on organizational challenges, and helping identify opportunities to improve organizational health, team effectiveness, leadership effectiveness, and business performance. Oversee organizational diagnostics and effectiveness engagements, translating findings into practical recommendations and action plans that support business objectives. 25%
• Steward the effectiveness and continuous improvement of performance management, career development, talent assessment, and related talent practices that support employee growth, leadership effectiveness, organizational capability, and skills-based talent decisions. Partner with HR Business Partners, business leaders, and People & Culture colleagues to identify emerging capability and skill needs and ensure talent practices reinforce the organization's skills-based talent ecosystem. 15%
• Provide organizational effectiveness consultation for significant organizational, workforce, and leadership changes by helping leaders understand organizational impacts, assess readiness, identify risks, and strengthen adoption. Partner with HR Business Partners, Learning & Development, and business leaders to support successful implementation of organizational initiatives and reinforce sustainable behavior change. 15%
• Leverage talent reviews, employee listening data, organizational diagnostics, workforce information, and business input to identify emerging talent, leadership, capabilities, employee experience, and organizational trends. Translate findings into actionable recommendations that strengthen organizational effectiveness, engagement, leadership capability, workforce readiness, and business performance. 10%
• Lead and develop the team, ensuring clarity of priorities, alignment of work, and effective delivery of services across the function. Serve as a member of the People & Culture leadership team, partnering closely with Workforce Development, Learning & Development, Inclusion & Diversity, and HR Business Partners to support integrated People & Culture priorities and organizational goals. 10%

Knowledge, Skills, and Abilities

• Deep expertise in talent management, succession planning, capability and skills assessment, employee listening, organizational effectiveness, leadership development, performance management, organizational diagnostics, and change management practices.
• Strong organizational consulting and systems‑thinking capability, with the ability to assess complex organizational challenges, identify patterns and root causes, and translate findings into practical business recommendations.
• Demonstrated ability to influence senior leaders and facilitate strategic discussions regarding leadership capability, succession risk, organizational effectiveness, workforce readiness, and business performance.
• Ability to synthesize qualitative and quantitative information, including employee listening data, talent data, and organizational diagnostics, into meaningful insights and actionable recommendations.
• Exceptional stakeholder management, facilitation, and consulting skills, including the ability to build credibility, navigate ambiguity, align diverse perspectives, and influence without direct authority.

Minimum Qualifications

• Bachelor's Degree in Arts/Sciences (BA/BS) in Human Resources, Organizational Development, Industrial/Organizational Psychology, Organizational Leadership, Business Administration, or related discipline; equivalent combination of education and related experience may be considered. Required
• Master's degree in Arts/Sciences (MA/MS) in Organizational Development, Industrial/Organizational Psychology, Human Resources, Organizational Leadership, Business Administration, or related discipline. Preferred
• 10+ years of progressive experience in talent management, organizational development, organizational effectiveness, leadership development, human resources, or related disciplines. Required
• Demonstrated experience consulting with leaders on succession planning, organizational effectiveness, leadership capability, talent management, organizational design, and change-related initiatives.

In compliance with this state's pay transparency laws, the salary range for this role is $146,480 - $219,720.

This is not a guarantee of compensation or salary, as final offer amount may vary based on factors including but not limited to experience and geographic location. (The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements).

Essential Functions

• Visual acuity (e.g., needed to prepare and analyze data, to transcribe documents, to view a computer, to read, to inspect objects, to operate machinery).
• Manual Dexterity (e.g., picking, pinching, typing, or other working that uses the fingers).
• Grasping (e.g., use of hand to apply pressure).
• Climbing (e.g., ascending/descending ladders, stair, scaffolding, ramps, pole etc. using feet and legs or hands/arms to climb).
• Walking.
• Hearing.
• Repetitive motions of any part of the body.
• Talking.
• Capacity to think, concentrate and focus over long periods of time.
• Ability to write complex documents in the English language.
• Ability to read complex documents in English language.
• Capacity to express thoughts orally (e.g., accurately, quick and loudly convey spoken instructions to workers).
• Capacity to reason and make sound decisions.
• Ability to regularly perform all job functions at Company's office or work site.
• Other O/C (Often/ Critical) Ability to travel up to 20%.

Travel

Ability to travel up to 20%

Compensation and Benefits

Compensation and Benefits-