Director of Talent Development and Organizational Effectiveness

Job Specifications

Black Hills Energy is people powered and purpose driven. Our team uses the power of energy to improve life for over one million customers in 800+ communities across the West and Midwest. We seek talented, caring people who embody our core values and contribute to a culture of inclusion and growth. As an organization, we believe the best part of working on our team is our commitment to making tomorrow better than today-for our customers, communities and each other.

Position summary:

The Director of Talent Development and Organizational Effectiveness is a critical member of the human resources leadership team and will lead the development and execution of our talent strategy. This role will direct a team to redesign and build frameworks, processes, programs and systems related to performance management, learning, talent and leadership development, organizational design and effectiveness, inclusion, and succession planning. The position will work closely with all levels of leadership to ensure alignment with business objectives and long-term talent strategy, owning end-to-end talent programs. This is not a playbook role, but an opportunity to build, innovate, and make substantial step changes company wide, requiring progressive, and innovative leadership.

Pay Range: $152,100 - $250,950 (This posting includes the full pay range for this position. Pay is based on a number of factors and may vary depending on job-related knowledge, skills, experience, and internal equity.)

Reporting Relationship: Senior Vice President and Chief Human Resource Officer

Location: Rapid City, SD

Relocation Assistance: Relocation assistance is available based on individual circumstances! Details to be shared during the offer process.

Essential Functions:
* Lead the development and execution of talent strategy, drive strategic initiatives, and lead a talented team of professionals. Work closely with senior leadership to ensure the talent strategy is aligned with strategic priorities, business objectives and the long-term people strategy.
* Collaborate with HR business partners and company leaders to identify critical roles, determine talent needs, assess talent, and develop individual, functional, and enterprise plans to fill talent needs. Lead the design and implementation of needs analysis' that assist the HR team in understanding organizational needs.
* Lead the enterprise-wide strategic talent review process and ensure effective processes are in place that guide the organization through a process that provides data driven insights, develops leaders, supports talent mobility, builds bench strength and creates a succession planning roadmap. Partner closely with the Human Capital Intelligence team to build and utilize talent management data and analytics to leverage for enterprise-wide scalable talent enablement processes, succession planning, and high-touch executive talent reviews and development programs.
* Lead, evaluate, and improve organization effectiveness processes, which include organization design, strategic workforce planning, employee engagement surveys and programs, and inclusion, among others.
* Direct talent and leadership development programs, including design and execution of enterprise-wide learning programs and content management for high potential development programs.
* Lead the goal setting and performance management processes in close collaboration with implementation partners, the HR business partner team.
* Lead and support the administration of core organization development talent systems as the systems' functional owner.
* Serve as internal consultant to HR business partners and other HR partners on talent matters. Provide consultative and collaborative services to the business regarding organizational development topics. Lead and/or assist with change management strategy in support of talent programs and organizational change related to talent programs.
* Assess the effectiveness of all talent programs. Facilitate development of competency models and deliver development programs using various training methodologies.

Additional Responsibilities:
* Prepare strategic communications for company communication mediums and polished reports for senior leaders.
* Lead and/or support in continuous improvement efforts and special projects as requested.
* Ability to travel, as needed.

What Is Required:
* Bachelor's degree in Industrial / Organizational Psychology, Organization Development, Human Resources or related field; or an equivalent combination of education and experience is required.
* Minimum of 10 years of experience in designing, developing and implementing successful talent management strategies and programs (e.g. leadership development, performance management, succession planning, talent mobility/development, learning/competency models, organizational design and effectiveness, etc.) is required.

What Is Desired:
* Master's degree is desired.
* Strong interpersonal skills (e.g., influence, empathy, emotional intelligence, effective conflict resolution).
* Strategic problem solver with a data-driven approach, who uses data to drive decisions, measure success, and identify opportunities for continuous improvement.
* Ability to take a pragmatic approach to solving problems, rather than an academic one, and ability to navigate complex challenges.
* Expert communication, team building and collaboration skills.
* Demonstrated competency in consulting, change management, organizational effectiveness and measurement, talent assessment, and facilitation.
* Ability to work effectively in a wide variety of cross-functional teams and with employees at all levels, from the field to the most senior executive leadership.
* Deeply skilled in leading large-scale projects from design through implementation.
* Ability to navigate ambiguity, anticipate challenges, and deliver innovative, scalable solutions.
* Proficiency in HR systems, talent management platforms, and analytics tools to streamline and optimize talent strategies.
* Demonstrated expertise in creating customized talent development programs for a diverse, geographically dispersed workforce, encompassing both operational and corporate service teams.

This description is not intended to be an all-inclusive list of responsibilities, duties, and requirements for employees in this position. Job descriptions may and do change periodically. Where positions are covered by a collective bargaining unit agreement, the terms and conditions of the agreement will apply.

About our Company: We are a customer, growth and safety focused utility company that is dedicated to our communities. We improve life with energy as an energy partner of choice. Our diverse culture fuels unique perspectives, opening doors to new insights and possibilities. Based in Rapid City, South Dakota, we have over 3000 employees and serve 1.3 million natural gas and electric utility customers across eight states (South Dakota, Montana, Wyoming, Colorado, Nebraska, Iowa, Kansas, and Arkansas).

Enjoy our Comprehensive Benefits Package! Annual discretionary bonuses, 401(k) (6% company match and up to 9% company retirement contribution), tuition reimbursement, generous paid time off benefits, including paid holidays and parental leave, company paid life insurance and disability benefits (short and long term), an employee assistance program and well-being benefits, and competitive medical, dental and vision insurance.

Candidates must successfully pass a pre-employment drug screen and background check.

Black Hills Energy does not sponsor applicants for work visas. All applicants must be legally authorized to work in the US.

We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or status as a protected veteran. If you require reasonable accommodation, please visit careers.blackhillsenergy.com for more information.