Global Head of Leadership Effectiveness

Talent, HR, People & Culture London, England


Description

Position at GroupM

OVERVIEW OF JOB

GroupM is the world’s largest media investment company and are a part of WPP. In fact, we are responsible for one in every three ads you see globally.

In this role, you will lead and direct all aspects of the global leadership development strategy for all GroupM agencies.

You will be a critical leader in our Global Learning & Effectiveness leadership team working collaboratively with the regional L&E teams as well as GroupM’s global business leaders. REPORTING OF THE ROLE This role reports to the Global Head of Learning and Effectiveness and will require the support of regional L&E team members to execute the Leadership Effectiveness Strategy.

MEASURES OF SUCCESS: IN THREE MONTHS

• Understand GroupM’ s business goals and talent objectives and understand the role Learning & Effectiveness plays to drive our people and business forward (i.e. meet the business).

IN SIX MONTHS

• Define the global leadership effectiveness strategy and priorities as well as building a roadmap for delivery and overall improvement in consultation with leadership
• Work in collaboration with L&E to upskill regional people partners on effective leadership development practices.
groupm.com/careers

IN 12 MONTHS

• You should be recognized as the global SME for Leadership Effectiveness and be executing the Leadership Development Roadmap accordingly.
• As the global head, you should be able to demonstrate competence of our business and the leadership development role within it.

RESPONSIBILITIES OF THE ROLE

• Translate L&E leadership development priorities into objectives that will drive comprehensive leadership development globally and across our businesses.
• Work in consultation with L&E leadership and Group business leaders in the development of a Leadership Development Roadmap comprising leadership development experiences, high-potential identification and development programs; succession planning methodology, and the creation and management of an Executive Development/HiPo Program.
• Identify synergies with other strategic L&E programs, including performance management, organisational and team effectiveness, learning and development.
• Work collaboratively with internal and external partners and vendors on the design, development, implementation and evaluation of leadership development initiatives. Manage a cost center related to the use of external partners and vendors.
• Spearhead the creation of HIPO/talent deep dive assessment and development centers, including appropriate psychometrics.
• Curate the development of a succession planning philosophy that can be utilized throughout our highly matrixed organization, including the identification of critical roles and potential successors, succession slates, global and regional mobility options, development plans in preparation for role, etc.
• At times, build bespoke highly effective solutions in collaboration with the business, that elevates management & leadership capability and organizational performance
• Be the global champion and SME in driving leadership capability by providing the support and building the capability of our People Practitioners and Leaders globally.
• Working with global L&E leads to close development gaps of talent based on effectiveness data. (building a plan for development and learning).
• Work in collaboration with the Global Head of Effectiveness in creating coaching and mentoring opportunities that can be scaled up or scaled down, dependent on requirements.
• Cascade/create/localize leadership development communication strategy, training materials to support change and regional adoption of leadership development practices overall.
groupm.com/careers

ROLE EXPECTATIONS:

IMPACT AND ACCOUNTABILITY

• Collaborates with functional leadership to develop strategic goals for one or more job families.
• Establishes and oversees execution of operational plans for job families with short- to mid-term impact on results (e.g., 1-2 yrs.).
• Provides significant input into new products, processes, standards and/or operational plans for the job family group.
• Manages large, complex, cross-functional projects of strategic importance to GroupM.

AUTONOMY AND MANAGEMENT

• Takes actions and makes decisions within a job area or job family with complete latitude.
• Works independently on complex assignments that span multiple job family groups for which outcomes improve the competitive position of the organization.
• Formulates recommendations on large, complex business issues due to extensive knowledge and expertise across multiple job families.

INNOVATION AND CREATIVITY

• Responsible for implementing guidelines and processes based on multifaceted conceptualizing, reasoning and interpretation.
• Solutions are often significant breakthroughs developed using market-leading technical expertise.
• Champions creative ideas and provides thought leadership to solve highly technical issues impacting one or more job family groups.
• Self-supervisory; acts independently to uncover and resolve highly technical problems.

KNOWLEDGE AND EXPERIENCE

• The ideal candidate has a background in Organisational Psychology with experience operating on enterprise scale change projects.
• Experience facilitating and debriefing psychometric evaluations a significant advantage (e.g., Hogan)
• Typically requires a University Degree or equivalent experience and minimum 8-12 years of prior relevant experience.