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About Ryder: We are a $10+ billion Fortune 500® commercial fleet management, dedicated transportation, and supply chain solutions company. We provide commercial truck rental, truck leasing, used trucks for sale, and last mile delivery services, and are proud to having been named among “The World’s Most Admired Companies” by Fortune, as well as one of “America’s Best Employers” and “America’s Best Employers for Women” by Forbes. We are regularly recognized for our industry-leading practices in third-party logistics, environmentally-friendly fleet and supply chain solutions, world-class safety and security programs, and hiring of military veterans.
The Learning & Development, Performance Culture, and Organizational Transformation Manager will coordinate and oversee efforts to realize a multi-year Ryder Technology Team’s strategic initiative to transform learning and development program, operational model, and culture. This transformation expert will lead the Ryder Technology leadership team around a common strategy for learning and development, culture, change management, communications, branding, and marketing. In addition to defining the strategy, this individual will drive the execution and realization of the vision of the transformation with the help of a network of leaders and champions across the organization.
Coach Ryder leadership on desired mindsets and behaviors that must be in place for Ryder Technology Team’s cultural transformation and organizational health journey to be fully realized. This include facilitation of core leadership competency training sessions to the entire population of Ryder directors, managers, team leads, and anyone else in the leadership position. Serve as the go-to leader for culture and organizational health best practices, tooling, processes, and know-how and operate the Culture CoE that serves as the guiding light to all culture-related transformation efforts spanning Ryder Technology team.
Assess current culture versus the desired culture and identify critical behaviors using Ryder values and strategic objectives. Work closely with all levels Ryder leadership to develop the plan for addressing the critical behaviors. Partner closely with key stakeholder and leaders to execute on a culture transformation strategy by implementing transformation programs aimed at changing these critical behaviors, identifying and enabling transformation champions to drive changes while messing benefits realization of the transformation program and reporting to leadership.
Foster buy in from all levels of the organization- from front line to C-Suite- to commit to achieving cultural transformation objectives. This includes articulating levels of commitment needed, assessing commitment and necessary behaviors to support the transformation and utilizing Ryder data to target focus areas intended to have the maximum impact on program objectives. Utilize a rigorous communication, marketing, and branding strategy that supports, enables, and complemented the wider Ryder Technology Transformation efforts.
Partner with centralized support groups to embed critical behaviors into organizational training and development initiatives to operationalize program gains.
Identify and mitigate program risks that could jeopardize realization of critically important change endeavors, including Resolve, Understanding, Commitment, Alignment, Adaptation Capacity, Resistance, Involvement, Trust, and Culture. Develop and execute risk mitigation plans. Enable the tough conversations that need to happen to manage these risks. Report on program status to the leadership team, resolving risks, issues, and facilitating decision critical to the program.
Skills and Abilities
Build strong working relationships with key Ryder Technology leaders and other stakeholders
Highly collaborative and approachable style with experience developing and implementing organizational design, capacity, and communications strategies successfully
Focused and committed to Ryder Technology team’s transformation and constructively confronts any perspective or action that compromises it
Ability to positively impact culture, creating sustained engagement, energy and excitement about the mission, vision and strategy of the organization
Able to present his/her viewpoint clearly and succinctly
Proven ability to build a strong team, lead and represent the people function for all levels of the organization
Ability to effectively communicate with various organizational levels, including cross-functionally, at the frontline, and with senior leadership
Ability to effectively assess complex situations and bring clarity to ambiguity for leaders and stakeholders
Exceptional verbal and written communication skills with varied stakeholders (e.g., business, technical executives) are essential
Set a tone of leadership that is people-oriented, collaborative in nature, and focused in data-based decision-making
Strong management skills to drive initiatives from inception to completion
Avid problem solver with proven ability to make timely decisions while dealing with ambiguity; must demonstrate strategic capabilities with strengths in critical thinking and innovative problem-solving skills, financial and strategic
Master's degree preferred Change Management, Organizational Development, Human Capital/HR, Business or Psychology or equivalent practical experience
Bachelor's degree required Change Management, Organizational Development, Human Capital/HR, Business or Psychology or equivalent practical experience
Ten (10) years or more People and culture leadership, including demonstrated commitment and success in ensuring equity, accessibility, and experience working with multi-disciplinary, complex, and distributed/hybrid groups. required
Five (5) years or more Managing end-to-end transformational change initiatives related to culture, change, and/or employee experience required
Three (3) years or more Developing and leading organizational change management (OCM) strategies that support large scale process/technology projects and/or transformational initiatives including organizational effectiveness and design required
Three (3) years or more Experience designing programs in the areas of Human Resources, Diversity, Equity & Inclusion, culture/transformation, Public Relations, and/or communications preferred
Two (2) years or more Conceptualizing, analyzing and synthesizing HR related data to drive strategic decisions preferred
DOT Regulated: None
Applicants from Colorado & Connecticut:
Salary is determined based on internal equity; internal salary ranges; market
data/ranges; applicant’s skills; prior relevant experience; certain degrees or
The salary for this position ranges from $ 100K – $130K. Salaries may be supplemented
with a bonus as applicable and/or as business conditions allow.
Ryder offers comprehensive health and welfare benefits, to include medical,
prescription, dental, vision, life insurance and disability insurance options, as well as
paid time off for vacation, illness, bereavement, family and parental leave, and a tax advantaged 401(k) retirement savings plan
Job Category: Continuous Improvement
Ryder is proud to be an Equal Opportunity Employer and Drug Free workplace. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, sexual orientation, gender identity, age, status as a protected veteran, among other things, or status as a qualified individual with disability.