WW is looking for candidates to help change people’s lives. We are a global wellness technology company inspiring millions of people to adopt healthy habits for real life. We do this through engaging digital experiences, face-to-face workshops and sustainable programs that encompass healthy eating, physical activity and positive mindset. By drawing on over five decades of experience and expertise in behavioral science, we build communities in order to deliver wellness for all. To learn more about WW and jobs with a purpose, visit http://www.ww.com/us/corporate-careers 

General Summary:

As a member of WW’s Talent & OD team, the Director – Global Talent Development has a tremendous opportunity to bring expertise in leadership development and progressive organizational development to WW during a period of tremendous growth for the organization and will report to the VP of Talent & Organizational Development. The role will be responsible for establishing a philosophy and framework for leadership and organizational development across the global enterprise utilizing a working knowledge of leadership frameworks, instructional design methodology and a track record of stellar facilitation.
This position is responsible for envisioning and executing a global leadership and development platform of training programs for our workforce and critical leader experiences for our hi potential talent and people leaders. The role requires strategic thinking and leadership presence to influence and engage a vertically integrated, diverse global workforce and seasoned Executive Committee. Building upon a set of People Leader development programs, the role will also require envisioning and building a globally sustainable new set of programs and a toolkit for regional trainers to execute and customize to their regions. The role involves organizational diagnosis, instructional design, advising, facilitating and delivering development solutions to leaders and the broader business both directly and in partnership with Global L&D and HR business partners, and through collaboration with key functional and regional partners.

Key Responsibilities:

 Talent Development Strategy:

• Based on a track record of creating OD/Talent programs for a global organization, establish a philosophy and framework for organizational development across the global enterprise
• Work with the Director-Talent Management to create a relevant and valued competency model for the immediate future to replace competencies currently used by the organization and embed into all HR processes and programs and refine as appropriate and necessary
• Serve as the internal subject matter expert regarding organizational best practices as well as current trends and innovative new tools and methods

 Onboarding:

• Bring to WW an expertise on cutting edge onboarding programs for tech / retail companies with strong brand presence
• Oversee the design, execution and maintenance of a best-in-class onboarding program that includes every facet of the individual’s experience acclimating to WW. This will include research, business partner management, portal oversight, video creation, in-person facilitation, leader led sessions, peer coaching and other opportunities that create an experience internally that matches our modern and changing external brand.

 Leadership Program Expansion:

• Ensure that our people leaders are well equipped to provide feedback, recognition, support and coaching to their employees through training and more creative means of reaching our global corporate and field workforces
• We currently have a suite of People Leader programs that require oversight, measurement and additions to make sure we are meeting our workforce needs from a career and development perspective
• Collaborate on bespoke, innovative programs to meet the needs of the business with a focus on creating highly-effective and engaging learning experiences including face-to-face, e-learning/multimedia (non-technical content development) and blended
• Create all collateral for programs to include visuals, activities, participant materials, leader's guides, discussion guides, etc.
• Identify and create new leadership development opportunities or programs for a) Directors and above and b) hi potentials below manager level

 Professional Development:

• Evaluate and manage all current and future elearning offerings (eCornell is a current partner) to ensure that we are providing value and relevant content and development solutions to our organization globally
• Based on CEO’s recent communications following our employee survey, provide guidelines and measurement, structure and branding for custom, personalized development experiences for our employees, globally. Work closely with VP, Talent & OD to establish this precedent

Job rotation program and global stretch opportunities for high potential talent:

• In order to grow our talent globally, we will offer stretch opportunities for our highly valued contributors and customize individual opportunities to meet the needs for our future business goals
• Creativity and scalability is required and experience designing and rolling out such programs is a must

Create, brand, establish and maintain innovative programs for WW global corporate and field employees and refresh regularly, including:

• Global Mobility / Summer Exchange Program: Establish a set of practices and procedures in close partnership with global HR business partner network to provide opportunities for global mobility to our valued talent, with a focus on our hi potentials. This includes all legal, visa, family and post-placement considerations
• Summer Internship Program: Ensure the ongoing success of our summer internship program and oversee the improvements and maintenance in order to bring in talent and ambassadorship
• Global Mentoring Program: Build from scratch a program where our hi potential talent has access to mentors throughout WW. Consider peer coaching, reverse mentorship and measurement

 Organizational Development Program Measurement:  

• Establish meaningful methods and metrics and monitor program impacts against them
• Measure the impact of all existing programs to determine prioritization for annual planning
• Determine the right metrics for ongoing assessment and decision-making
• Measure interest by region/function to determine spend and deployment
• Measure outcomes, impacts on the business and opportunities for improvement

Experience Required:

• Bachelor’s Degree. Master’s degree in OD/ IO psychology preferred
• Minimum of 10-12 years of experience designing and delivering leadership and management programs; Expertise with adult learning theory and instructional design certification a plus
• Minimum 7 years of experience directly managing a team delivering leadership and management programs; Experience managing virtual teams a must
• Broad understanding of and experience envisioning and designing robust leadership development initiatives under a clear framework using various implementation methodologies
• Expert facilitation skills and knowledge and experience designing and implementing innovative, premiere leadership development solutions
• Ability to influence and educate leaders on leadership development including the purpose of leadership development, the role leaders play in developing other leaders and the activities needed to support effective leadership development; superior oral and written business communication skills
• Effectively manage change and shift gears comfortably; Highly effective in ambiguous environments and able to produce maximum results with little direction and guidance
• Demonstrated ability to leverage external and internal resources and a people network to execute quickly, effectively and consistently in a fast-paced business environment
• Strong decision-making and problem-solving skills; proven research skills to gather data, best practices, and points of view to ensure sound judgment
• Team leadership experience in a global working environment a priority. Superior collaborative working abilities and experience; ability to manage multiple complex assignments, with proven ability to assess competing priorities in a high energy, fast paced environment in geographically dispersed organization
• Confidence interacting with senior-level leaders and influence / persuasion track record to build and gain buy-in for a global agenda and curriculum
• HR Generalist / Business Partner experience preferred
• Instructional design certification preferred
• 360, MBTI, Firo B, Hogan Suite and other assessment certifications preferred

We hire only the best people. Here are the benefits to being top-notch: 

• The opportunity to work with some of the best innovators in the industry
• Generous healthcare coverage
• 401(K) with company match
• Paid Time Off
• Paid parental leave
• Tuition reimbursement
• Annual wellness allowance
• Profit Sharing

WW is an equal opportunity employer. WW does not discriminate on the basis of sex, race, color, creed, national origin, marital status, age, religion, sexual orientation, gender identity, gender expression, veteran status, or disability.

Any offer of employment is contingent upon the satisfactory results of reference and background checks.