COMPANY OVERVIEW

As the nation's largest producer of clean, carbon-free energy, Constellation is a company purposely-built to meet the challenges of the climate crisis. Constellation has been the leader in clean energy production for more than a decade and we are growing our company and capabilities. Now, we're accelerating, speeding our low-carbon or no-carbon power to more people in more places, day and night, providing our customers and communities with options to buy, manage and use energy as part of their decarbonization mission. The race is on to confront the climate crisis and Constellation is ready to meet the challenge. Come join us as we lead energy, together.

TOTAL REWARDS

Constellation offers a wide range of benefits and rewards, designed to help our employees thrive professionally and personally. In addition to highly competitive salaries, we offer a bonus program, 401(k) with company match, employee stock purchase program; comprehensive medical, dental and vision benefits, including a robust wellness program; paid time off for vacation, holidays and sick days; and much more.

Expected salary range from $144,000 - $157,000, varies based on experience, along with comprehensive benefits package that includes bonus and 401(k).

PRIMARY PURPOSE OF POSITION:
Responsible for planning, oversight, and evaluation of business unit (BU) specific organizational development (OD) initiatives in partnership with talent consultants. Provides the Talent Delivery team with expertise, strategies, and support in implementing OD solutions across the organization, including but not limited to leadership and team development, coaching, employee engagement, and the use of the appropriate talent management tools to drive operational excellence. In addition to maintaining these responsibilities, the working manager will provide direct management of team members at the discretion of the Director and will assist the Director in delivering on strategic initiatives while developing the talent and internal capability on the T&OD team.

PRIMARY DUTIES AND ACCOUNTABILITIES:

• Manage Organization Development Solutions:
  Serve as the organizational development point of contact for Talent Delivery team.
  Work with T&OD consultant, business unit leaders, and HR business partners to develop and implement programs and initiatives that respond to business-critical needs.
• Works with the organization’s (site and/or functional) leaders to develop organizational strategies that improve site or functional business goals.
• This may include planning and developing site or functional change management plans, post-survey analysis and action plans (i.e. external and internal surveys), and senior leadership team development (i.e., offsite development programming) that supports the site/function’s focus mission, vision and focus areas.
• Support the results analysis and action planning phases for the Employee Engagement Survey, providing roll-up analysis and recommendations to business leaders to drive organizational improvements.
• Engage in the BU roll-up analysis and resource development for annual talent review process. Acts as the organization’s (site/functional) learning organization conscience by advocating practices that improve team effectiveness, systems thinking, personal mastery, employee engagement and continuous improvement.
• Participate in and sometimes lead project teams to support the development and implementation of business unit-wide talent management, leadership development, and/or diversity, equity, and inclusion processes and programs.

Support the Development of Leaders:

• Build capability among leaders and employees to develop talent to support business strategy and goals. Provide coaching to leaders on the effective utilization of development tools such as job assignments, job rotations, assessments, development programs, training, and coaching and mentoring.
• Educates senior leaders on individual development best practices and facilitates the overall implementation of career mapping of high potentials, emerging leaders and managers included as successors the site/function’s succession plans.
• Positions new (and developing) leaders for success by guiding the leader integration process (i.e., developing a 100-day plan and conducting leader integration sessions with teams).
• Work with key stakeholders to evaluate skill gaps and how to close them.

Evaluate OD Support to the Organization:

• Participate in and sometimes lead project teams to support the development and implementation of business unit-wide talent management, leadership development, and/or diversity, equity, and inclusion processes and programs.
• Compile, analyze, and leverage data to drive insights into talent and DEI opportunities and to develop effective strategies.
• Track BU program effectiveness in partnership with Talent Solutions through data analysis, feedback surveys, and performance metrics to demonstrate ROI and identify areas for improvement.
• Continuously monitor the health of OD processes and play a key role in identifying and delivering opportunities for improvements.
• Leverage needs assessment to enhance the effectiveness of BU specific solutions to drive employee development in align with achieving the goals and objectives of the company.
• Identifies and incorporates best practices and lessons learned into program plans.

Supports the Overall Development of the T&OD Team:

• Actively contributes to the continuous improvement of the T&OD team by leading special projects, conducting research, analyzing programs, and providing critical feedback that helps solve team problems or improve T&OD processes and practices.
• Manages and develops T&OD team members at the discretion of the Director.

Minimum Qualifications:

• Bachelor’s degree in HR, Organizational Development, Business or related field. Master’s degree preferred.
• 8 to 10 years of experience in HR-related functions that includes talent & organization development.
• Ability to anticipate organization needs and proactively operate with minimal direction from manager.
• Strong problem-solving skills.
• Ability to analyze complex organizational issues, develop data-driven solutions, and apply talent management process and tools to support strategic business objectives.
• Demonstrated personal drive and sense of urgency pushing self and others for results; delivers on results despite obstacles.
• Proven coaching and influence skills.
• Excellent communication and interpersonal skills to effectively engage and collaborate with employees at all levels of the organization.
• Strong presentation development and facilitation skills.
• Excellent planning and organization skills, attention to detail, ability to handle multiple initiatives, and work in a fast-paced, time-sensitive environment.
• Demonstrated project, change, and time management skills.
• Strong leadership and influencing skills to drive change and gain buy-in from stakeholders.
• Ability to build strong working relationships across all levels of the organization, including remote areas.

Preferred Qualifications:

• Advanced degree (Masters or Doctorate) in Organizational Development, Psychology or related field.
• Prior leadership experience.