Overview:
Why Valvoline Global Operations?
Valvoline Global is a worldwide leader in automotive and industrial solutions, creating future-ready products and best-in-class services for partners around the globe. Established in 1866, we introduced the world’s first branded motor oil, claiming our position as The Original Motor Oil.
As an affiliate of Aramco, one of the world's largest integrated energy and chemicals companies, we continue to invest strategically and expand globally, driving unparalleled product innovation and sustainable business solutions.
Our corporate values of care, integrity, passion, and excellence shape everything we do. Living out our values is what makes our company, our employees, our partners, our customers, and the communities we serve great.
When you join Valvoline Global, you join a culture that is committed to treating all people with care, operating with integrity, striving for excellence in everything we do, and showing passion about delivering on our commitments.
Careers for the Driven
Valvoline has a rewarding opportunity as a Organizational Development (OD) Manager. We whole-heartedly adopt a ‘never idle' mindset. We also know that outstanding service begins and ends with our employees. So, we’re looking for good people to join our team. You bring your skills, talents, and drive. We will give you a great place to work, a competitive salary and benefits, and the resources and support to develop and advance within our global company.
Valvoline Global Operations Headquarters is located in Lexington, KY. We prefer local candidates willing to work an in-office work schedule (3 days per week). We are also open to candidates living in nearby markets (i.e. Cincinnati and Louisville), willing to be in office as needed.
How You’ll Make an Impact
The Organizational Development (OD) Manager is responsible for leading and executing strategies to enhance the efficiency and effectiveness of talent management programs across Valvoline Global to meet business goals. This includes keeping our performance evaluation systems updated and in line with corporate strategy; managing performance, succession planning, data analysis, reporting KPIs, and employee development in relation to performance, development, and talent planning. This role also oversees the policies and process related to performance improvement plans for underperforming employees (PIPs) and also for IDP – Individual Development Plans, monitoring progress and provide support as needed. This role will provide a consultative partnership with senior leadership, and HRBPs to develop solutions that improve team and/or organizational results.
In the role, you would be responsible for:
- System implementation/maintenance: Manage the launch, roll out and successful implementation for all performance and talent modules; manage and optimize talent management system and tools; subject matter expert/point of contact on SuccessFactors Performance and Talent Management for Valvoline Global. After the system implementation, this role will continue to monitor market trends, the alignment with our group companies and our growth strategy
- Talent Management: Lead talent and succession planning process to ensure leadership continuity and development of key employees; leverage and analyse existing talent data and dashboards to identify existing skills and capabilities, identify gaps and retention risks, and partner with HRBPs, Talent Development and leaders as needed to address concerns. Prepare information required for VGO talent and succession panels.
- Analysis: Analyse performance data to identify trends and areas for improvement. Use metrics to assess the effectiveness of performance management strategies.
- Performance Management: Lead performance management processes (e.g. goal setting, performance evaluations) to contribute towards the overall productivity and growth of the organization; incorporate best practices and industry standards to enhance performance management systems; collect/analyst data to assess the effectiveness of performance management programs.
- Training/Development: Ensure all performance and talent management programs/tools are frequently and widely communicated to and understood by HR, change agents, leaders and staff; provide support and guidance through ongoing training and/or development. Create comms and guidance on performance and talent management for employees, leaders and HR and keep them up to date
- International Collaboration: Engage all relevant local works councils on key initiatives and/or plans to enable performance and talent management across Valvoline
- Reporting and presentations: Provide reports and presentations on talent (created via SuccessFactors); collaborate with HR to provide timely and accurate information for talent panels; provide information to HR and leadership about the completion of performance and talent management, alignment of goals, frequency of conversations, high and low impact areas etc so adjustments can be made as necessary; ensure Aramco data requirements are turned on in SF and able to be met by Valvoline; provide data for Aramco
- Best practice: Remain up-to-date and be the best practice expert on latest performance & talent management topics and recommend changes / advancement if needed by the business
- Additional functionality/Business Requirements - 360, Career paths & Functional talent pools: Manage / lead as appropriate
- Project Management: Manage the project scope, resource and activities for the delivery of new learning experiences; ensure processes, schedules and tactics achieve results and escalate when timelines or quality are at risk, working through definition, discovery, design, develop, deploy and iterate stages in collaboration with key stakeholders; collaborate with stakeholders across the business and within HR to create project teams that reflect organizational requirements.
- Support M&A talent evaluation/Org design with other HR members, integrating key talent from M&A: Assimilate to our expectations and they have what they need in the near term, identify talent from M&A and support
- Policy Development: Develop and update performance management policies and procedures. Ensure compliance with legal standards and internal policies and alignment with our company affiliates (Aramco, JVs and new M&As)
What You’ll Need
- Bachelor’s Degree in Human Resources, Organizational Development or related field
- Minimum 10 years experience in Human Resources, Organizational Development or Learning/Development
- Minimum 5 years experience in HR Business Partner role
- A team player, enthusiastic about collaborating with colleagues across all levels and backgrounds; open to constructive challenge and feedback
- Internationally minded considerate of the international remit of the role in implementing performance and talent development initiatives
- Ability to communicate effectively with senior management about requirements, progress, data dashboards
- Understanding performance and talent management approaches, processes and practices
- Strong organizational and project management skills
- Self-starter; ability to structure, manage and prioritize own workload asking for help when needed
- Ability to work well in a small lean team
- Willingness to test, learn and adapt approaches
- Experience in using PM/TM technology (e.g. SuccessFactors) preferred
- Analytical skills and mindset, ability to establish themes through data and insights
- Ability to meet deadlines and consistently deliver on commitments
- Strong relationship, stakeholder management & influencing skills; especially within HR
- Commercial focus
- Strong organizational Skills
- Must be authorized to work in the U.S.
What Will Set You Apart
Benefits That Drive Themselves
- Health insurance plans (medical, dental, vision)
- HSA and flexible spending accounts
- 401(k)
- Incentive opportunity*
- Life insurance
- Short and long-term disability insurance
- Paid vacation and holidays*
- Employee Assistance Program
- Employee discounts
- Tuition reimbursement*
- Adoption assistance*
- Terms and conditions apply, and benefits may differ depending on position.
Valvoline provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. Are you good at what you do? Join us.
The Company endeavors to make its recruitment process accessible to any and all users. Reasonable accommodations will be provided, upon request, to applicants with disabilities in order to facilitate equal opportunity throughout the recruitment and selection process. Please contact Human Resources at 1-800-Valvoline or email 1-800Valvoline@valvoline.com to make a request for reasonable accommodation during any aspect of the recruitment and selection process. The contact information is for accommodation requests only; do not use this contact information to inquire about the status of applications.
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