Key Outputs
- Manages a multi-staged assessment process for selecting all exempt and hourly employees. Performs required job analysis and research to ensure approaches are fair, legally defensible, and deliver ROI.
- Identifies (or develops) and delivers competency-based assessments aligned with MillerCoors people strategy. Responsible for researching and sanctioning developmental tools used by MCU and elsewhere.
- Builds assessment competence with HR, people managers, and other end-users. Educates on appropriate assessment interpretation and use. Maintains strong governance of related tools, processes, and data.
- Serve as expert witness on behalf of MillerCoors for any grievance or legal action for assessments
- Resource or develop assessment tools for learning, leadership development, and team measurement
- Monitor assessment practice and audit effectiveness of assessments at MillerCoors (psychometric soundness of assessments, validity, fairness/EEO compliance)
- Provide consultation and support for business initiatives based on information derived from practice area or personal expertise
- Liaise effectively with internal and external customers
- Deliver strategy and measure of Engagement
- Execute planning, preparation and execution of annual Employee Engagement Survey
- Analyze company results to share and action with HR BP’s and functional leaders; lead communication of that plan and ensure execution remains on track on behalf of the business
- Ensure capability for both HRMs and line leaders is conducted for enterprise and where needed for targeted support/improvement
- Ensure personal credibility and impact through influencing others, leading people, and communicating clearly.
- Applies interpersonal relationship, consulting and advocacy skills to advance understanding and appropriate use of assessments.
- Create and maintain relationships with other HR functions through partnerships.
- Qualify and manage network of external assessment providers
- Ensure MillerCoors external assessment providers are trained and provide best practice service.
- Conduct/commission audits of external assessment resources and practices.
- Supports the integrated People Scorecard (people, business and culture analytics).
- Conducts analysis and reports conclusions/results.
- Analytics and insights that progress People Strategy (e.g., Best Places to Work, Exit Survey, PBS, WFP, etc.)
- Best practices and benchmarking, including parent companies.
- Attracts, leads, manages and mentors I/O Psychologist(s) in such a way to ensure retention, development, and superior performance of talented people.
Education and/or Experience
- Masters in Industrial/Organizational Psychology required, PhD preferred.
- Minimum of 3-5 years experience in a Corporate/Consulting environment
- Sound knowledge of and experience in psychometric, psychological and statistical techniques in organizational context
Skills and/or Knowledge
- Very strong conceptual/analytical skills
- Strong statistical and modeling abilities
- Very strong leadership and communication skills
- Very good diplomatic and persuasive skills
- Very sound organization and problem-solving skills
- Strong interpersonal skills
Other Requirements
- Good networking ability
- Ability to influence relevant legislative and policy-making bodies
- Concerned with psychological and HR matters at a national level
- Good ability to manage, motivate and delegate