Reporting to the Senior Vice President, Human Capital and Operations, the Vice President, Talent and Organizational Development is responsible for leading and directing the Human Resources department in an OD capacity. This individual is accountable for the design, development, deployment, and measurement of talent acquisition and programs that facilitate professional development and continuous learning of employees across the organization, including new hire onboarding, employee training programs, leadership development, succession planning, career pathing, performance management, change management, employee engagement, career development, and culture initiatives.
To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. Reasonable accommodations may be made to enable an individual with disabilities to perform the essential functions. Other duties may be assigned to meet business needs.
Consult with senior leadership to drive systemic, organizational and people strategies that are aligned with our business strategy and that support organizational direction and culture; make strategic connections between business units and the people systems
Oversee, develop and manage key initiatives such as leadership development, change management, workforce and succession planning, talent acquisition, employee and career development, performance management, and coaching
Promote open and effective communication at all levels of the organization, understand employee opinions, monitor the impact of business decisions on people
Set the vision for programs, practices, and processes that make a strategic connection between diversity and inclusion practices with organizational success
Drive best practices and integrate into CSBS – while also knowing what other best in class companies are doing
Collaborate with senior leaders to create development plans, career development, and succession plans.
Conduct needs analysis studies and confer with managers and supervisors to determine learning needs based on projected competencies, organizational changes, and other external factors
Design and implement leadership development strategies for the company, with close alignment to the business and succession planning outcomes
Build out training programs that drive functional expertise and maximize teammate effectiveness and efficiency
Plan learning and staff development programs using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, role play, self-study, meetings, conferences, and workshops
Develop meaningful learning and development programs to focus on internal talent and internal mobility
Manage and lead change management function
Direct orientation sessions and on-the-job learning for new hires
Research and select outside consultants and trainers to conduct training on specific topics
Oversee the maintenance and execution of the performance management system, including current job descriptions and performance evaluation instruments
Oversee the talent acquisition strategy and operation; oversee creation of efficient and high-quality sourcing/recruiting planning and processes; participate in recruitment for senior-level positions
Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.
Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
Lead projects / initiatives and ensure implementation
Conducts training and presentations
To perform this job successfully, an individual should possess the knowledge, skills, and abilities listed and meet the amount of education, training and/or work experience required.
Bachelor's Degree , preferably in Business, Human Resources, Organization Development or equivalent discipline
Master’s Degree in Human Resources Management, OD, or applicable field is a plus
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.
Minimum of 10 years’ experience gained through increasingly responsible management positions within Human Resources; minimum of 5 years in a senior-level human resources position
Experience designing, developing and supporting organization-wide talent management programs that cover performance management, talent development, employee relations coaching, succession planning, data analytics and relationship management.
Experience managing and developing a high performing team
Demonstrated experience as an influencer
Proven ability to design, lead and execute complex HR projects
Successful experience facilitating change management initiatives. Knowledge of Prosci methodology a plus.
Experience in counselling, consulting and coaching leaders to achieve results
Cross-cultural awareness: demonstrated ability to communicate successfully with people from a variety of background and cultures
Proficient in LMS, Talent Acquisition and Talent Development technologies
Experience collaborating across divisions and departments
Strong facilitation and consulting skills
Excellent interpersonal and relationship building skills
Must be objective and maintain confidential information
Office work environment
Occasional travel outside Washington D.C. area
About Conference of State Bank Supervisors
About the Conference of State Bank Supervisors:
The Conference of State Bank Supervisors (CSBS) is the nationwide organization of banking regulators from all 50 states, the District of Columbia, Guam, Puerto Rico, and the U.S. Virgin Islands.
State regulators supervise approximately 5,400 state-chartered financial institutions with more than $4.2 trillion in combined assets. Further, most state banking departments oversee mortgage providers and many other financial services providers, such as money services businesses (MSBs), payday lenders, check cashers, and finance companies. State regulators oversee 17,121 mortgage companies, 116,991 individual mortgage loan originators (MLOs), and more than 105,000 additional non-depository financial services providers across the nation.
The vision of CSBS is to be the recognized leader in advancing the quality and effectiveness of regulation and supervision of state banking and financial services. The mission of CSBS is to support the leadership role of state banking supervisors in advancing the state banking system and state financial regulation, benefiting the public by ensuring safety and soundness, promoting economic growth and c...onsumer protection, and fostering innovative state regulation and supervision of the financial services industry.
CSBS works to:
- Optimize the authority of individual states to determine the activities of their supervised financial entities;
- Enhance the professionalism of state regulatory agencies and their personnel;
- Represent the interests of the system of state financial supervision to federal and state legislative bodies and regulatory agencies; and
- Ensure that all banks continue to have the choice and flexibility of the state charter in the new era of financial modernization.
Background and History:
CSBS is a non-profit organization headquartered in Washington, D.C. It was organized in 1902 as the National Association of Supervisors of State Banks. In 1971, the name of the organization was changed to the Conference of State Bank Supervisors to better reflect the ongoing nature of CSBS activities. For more than 100 years, CSBS has been uniquely positioned as the only national organization dedicated to protecting and advancing the nation’s dual-banking system.