Senior Manager

Description:

Dow Jones is a global provider of news and business information, delivering content to consumers and organizations around the world across multiple formats, including print, digital, mobile, and live events. Dow Jones has produced unrivaled quality content for more than 130 years and today has one of the world’s largest news-gathering operations globally. It is home to leading publications and products including the flagship Wall Street Journal, America’s largest newspaper by paid circulation; Barron’s, MarketWatch, Mansion Global, Financial News, Investor’s Business Daily, Factiva, Dow Jones Risk & Compliance, Dow Jones Newswires, OPIS and Chemical Market Analytics. Dow Jones is a division of News Corp (Nasdaq: NWS, NWSA; ASX: NWS, NWSLV)

About the Role

We have created a brand new hybrid Senior Manager, Organizational Development (OD) position within the People team to manage the design, delivery, and evaluation of OD services provided by the OD team. Reporting to the Director, Talent Management & Organizational Development, the new manager will also serve as a consulting resource to senior leaders and teams throughout Dow Jones to offer guidance and support with major short and long-term initiatives, especially those related to organizational design, strategic workforce planning, team transitions, and transformation. The Senior Manager, Organizational Development (OD) will collaborate closely with People Business Partners and Business Units to orchestrate organizational change and transformation initiatives that address corporate goals and strategies.

You Will

Partner closely with the Director, Talent Management and Organizational Development (OD) to design, develop, and implement an integrated OD strategy, ensuring the focus is on the high impact programs and initiatives that support Dow Jones corporate strategy and goals.
Conduct needs assessments, design and implement OD interventions as well as change management initiatives to support successful business outcomes.

Partner with leaders across the organization to provide thought leadership, consultation, and coaching on topics such as organizational structure, strategic workforce planning, skills/capability assessment, change management, team dynamics.

Support organizational transformation efforts, including restructuring teams, building new capabilities, rethinking job design, designing agile teams and networks, conducting analysis on ‘spans and layers’ to remedy design inefficiencies, and developing governance models to help drive effective decision making.

Leverage organization design experience to help leaders assess their current state and design their future state operating models, coaching them through a transformation journey.

Build and scale strategic workforce planning (SWP) capabilities to reduce manual effort.

Co-develop an approach to define and assess skills/capabilities in the organization, connecting workforce planning and the development of talent strategy.

Support the development of design principles, methodologies, and playbooks to manage multiple organization design projects, including a strategic workforce planning playbook.

Serve as an internal consultant to facilitate workshops, forums, and meetings across the organization regarding transformation, team transitions, and changes in group norms, values and culture.

Build the OD capability of others, including People Business Partners by developing and maintaining a menu of Organizational Development interventions and practical guidance on methodology, tools, and implementation. This includes developing and maintaining toolkits and resources to enhance OD team processes and capabilities.

Use data and clear metrics to inform recommendations and drive decisions, leveraging organizational research methods/assessment methodologies e.g. focus groups and stakeholder interviews.

You Have:

The willingness to work in our midtown Manhattan office 3 days every week.
A Bachelors and/or Master’s degree in Business Administration with emphasis on human resources and organizational behavior, organizational design and development, industrial/ organizational psychology or equivalent education.

8-10 years of experience in Organizational Development, Change Management, Organizational Design, Leadership Development, or Human Resources Management including at least 2 years of organizational development or design.

A strong understanding of organizational development, design methodologies, strategic workforce planning, and change management best practices with experience translating these into practical application

Experience building scalable organizational models to support business growth.

Experience designing, developing, and delivering large-scale, cross-departmental programs and/or strategic change initiatives.

Experience collecting, assimilating, and analyzing data, then using the insights to take action.

Strong communication, presentation/facilitation, and interpersonal skills including the ability to interact at all levels in the organization.

Strong consultative and diagnostic skills.

Experience in M&A organizational design and integration is preferred, but not required.

Experience managing projects/programs in an internal or external consulting role is preferred, but not required.