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Avis Budget Group Organizational Development Partner in Dallas, Texas

As we seek to develop, engage and retain talent across ABG the scope of the OD team includes learning, emerging talent, leadership & management development, professional, technical & behavioral development, performance management & team development, Developing U, talent & succession planning. OD Partners will be based within each region, but will work to the same assignment as described by this document albeit to the goals and priorities that are determined by their Director, Organizational Development.

Scope of the Role

Responsible for providing an OD partnership to a specific region (International or Americas/WHQ) and or an employee cross section, which means working with a dedicated group of HR leaders to drive our organizational development initiatives as expressed by the HR 2021 strategy. Also, required to work with the business to design, develop and enable talent across the organization to perform at their best and deliver great results by “Bringing Their A Game” every day

How You’ll Succeed

Success in this role is about driving performance and developing talent. It is essential that we mobilize talent throughout the business, by being passionate about ABG’s success, its people, their careers and their development. This will be exhibited by:

  • Assimilating talent and capability gaps from the business

  • Owning ROI, talent and capability KPIs for a region in order to track the extent to which performance gaps are addressed

  • Coaching HRBPs and Line Managers on how to play their part in achieving the above

  • When it comes to learning, this means:

  • Working with Learning Portfolio Designers to ensure specific ‘learning’ gaps are correctly identified and categorised into learning production plans/schedules

  • Managing community interfaces, encouraging learning collaboration and crowdsourcing of learning resources

  • Doing local facilitation and cohort learning as required

  • Working in partnership with business leaders to define the program requirement in line with the business strategy.

Measurements/Performance Indicators

  • VOTE:

  • Engagement – people think ABG is a great place to work

  • Positive YOY movements across all Career questions

  • Specific Talent Health Metrics as determined by OD/HR team

Key Responsibilities

  • Designs and develops deep technical capability in Organisational Development (“OD”) that drives strategic agenda

  • Drives our new digital learning culture by acting as a point of contact and accountability for:

  • Assimilating learning needs from HRBPs/HRDs and transposing these to the Learning Production function

  • Driving adoption by supporting change management initiatives that encourage awareness, understanding and ownership of our new way of learning

  • Instigating peer 2 peer learning through community build activities

  • Role modelling the new way of learning across the region / employee cross sections

  • Ensuring that part of the business hits the supporting KPIs

  • Innovates, designs and develops Talent Strategies, policies and processes in line with latest industry thinking

  • Understanding and identifying HIPOs across the ABG and their region along with distinct offerings to drive identified career & development goals

  • Putting in place and running consistent Talent Centers and HIPO development where relevant

  • Continually evaluating the success of leadership / HIPO program through surveys and reporting/analysing pre-agreed success factors.

  • Driving Developing You to support employees to achieve their potential and build exciting careers at ABG

  • Supporting managers with the setting and review of development and performance objectives.

  • Coaching Line Managers and Employees across ABG to support them in driving the Developing You

  • Providing expert guidance to HRBPs and Senior Leaders in the Markets / functions etc relating to OD

  • Contributing research, analysis and ideas to the development of the ABG OD portfolio to ensure that the initiatives are appropriately integrated and aligned with other strategic HR and people priorities

  • Identifying designing and implementing initiatives and interventions to support learning, performance management, succession planning, internal talent identification, promotion, employee engagement and retention

  • Supporting specific development initiatives such as 360 feedback

  • Introducing flexible and scalable talent offerings to ensure consistency across the relevant region and to ensure OD programs can be run globally

  • Supporting Global Talent / International Talent Projects where relevant

Key Internal/External Interaction

Internal

  • HR Business Partners and HRDs, Senior Leaders across the business

  • HRDs and HRBP

  • Talent Advisors

  • Portfolio Designers

  • Producers

  • Director, Global Learning

  • Internal SMEs

  • Suppliers

What will it take - Functional or Professional/Business Skills

  • 3+ years in OD and / or L&D

  • 4 year-degree preferred

  • Must include, breadth of experience across OD (Talent Management, Succession Planning, Leadership Development, etc)

  • Ideally some generalist HR experience

  • Specific L&D knowledge and experience in:

  • Performance consulting

  • Instructional design

  • Learning delivery

  • Deep knowledge of ABG business and drivers of business performance

  • Facilitation skills

  • Building and maintaining strategic business partnerships

  • Experience in mobility, logistics, or car rental operations a plus

Competencies

  • Winning as a team

  • High engagement with the team and confident working auton0omusly

  • Works collaboratively with a can do approach and solution-orientated mindset

  • Have a winning spirit

  • Able to influence through the organisation including leadership teams

  • Growth orientated with a desire to continuously learn and improve themselves and the curriculum we offer

  • Drive continuous improvement and innovation

  • Agile and adaptive with the ability to work through ambiguity

  • Set pace and direction

  • Grounded in data and comfortable using it to uncover opportunities, measure impact and drive decision making Analytical/critical thinking

  • Comfortable with varied channels and learning modalities for our talented employees.

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