Company Summary Statement

As one of the largest investor-owned utility companies in the United States, PPL Corporation (NYSE: PPL), is committed to creating long-term, sustainable value for our 3.5 million customers, our shareowners and the communities we serve. Our high-performing regulated utilities — PPL Electric Utilities, Louisville Gas and Electric, Kentucky Utilities and Rhode Island Energy — provide an outstanding experience for our customers, consistently ranking among the best utilities in the nation. PPL’s companies are also addressing challenges head-on by investing in new infrastructure and technology that is creating a smarter, more reliable and resilient energy grid. We are committed to doing our part to advance a cleaner energy future and drive innovation that enables us to achieve net-zero carbon emissions by 2050 while maintaining energy reliability and affordability for the customers and communities we serve. PPL is a positive force in the cities and towns where we do business, providing support for programs and organizations that empower the success of future generations by helping to build and maintain strong, diverse communities today.

Overview

This position is responsible for the design, development, and implementation of organization development programs for all PPL departments that enable the achievement of key organizational objectives regarding leadership, competency and professional development, manager and employee assessment, assimilation, training and organizational development support, while managing the projects those solutions require through either internal and or external resources. Consults with all levels of management to better develop utilize human resources to increase organizational effectiveness.

This position will be filled at the appropriate level based on the qualified candidate's background, education, and experience. This position will be located at our Allentown, PA and Louisville, KY locations and will work on a hybrid schedule.

Responsibilities

Responsibilities

• Own the identification, development, implementation, marketing, and administration of all OD, learning and development programs to ensure the organization has the necessary skills, competencies and/or processes to meet organizational, departmental, managerial, or individual objectives. Examples of said programs include succession planning, talent management programs, leadership assessment, culture initiatives, career development/pathways, mentoring, onboarding of hi-potentials, new managers, employees, etc. Must be able to drive the integration of key organizational initiatives such as DEI, Safety, etc. throughout all organizational initiatives.

• Consult with all levels of management regarding the assessment of the appropriate intervention to ensure optimum organization effectiveness.

• Consults with internal clients to assess professional performance issues to determine if training is the right solution, or if other alternatives are more appropriate.

• When training is needed, designs and develops programs using recognized training principles. (ADDIE Model: Analysis, Design, Develop, Implement, Evaluate)

• Consults with management/employees regarding developmental issues.

• Teaches development programs in a variety of formats (in person, virtual instructor led, blended, self-paced). Obtains certifications to teach external training content when required.

• Designs and delivers non-training solutions and or programs to address departmental or individual performance issues when appropriate.

• Maintains documentation in PPL’s Learning Management System for programs for which they are responsible.

• Consults with external vendors regarding needed interventions when needed.

• Coordinates all project work related to the above-mentioned programs.

• May be assigned an Electric Utilities emergency and storm role. This is a special assignment that comes into play during storms and other emergencies when the company needs to restore power or respond to other issues affecting customer service. This role may necessitate the need to work after-hours, outside of your normal schedule.

• Physical presence in the office/on-site may be required to engage in face-to-face interaction and coordination of work among direct reports and co-workers.

Qualifications

Associate Organizational Development Specialist Basic Qualifications

• Bachelor's Degree in Talent Management, Organization Development, Psychology, Training & Development, or related

• Must have demonstrated skills in the design, development and implementation of initiatives.

Organizational Development Specialist Basic Qualifications

• Bachelor's Degree in Talent Management, Organization Development, Psychology, Training & Development, or related

• 3 + years of Corporate Human Resources experience with a minimum of 2 years in talent management, organization development, training & development, and project management

• Must have demonstrated skills in the design, development, and implementation of initiatives.

Sr. Organizational Development Consultant Basic Qualifications

• Bachelor's Degree in Talent Management, Organization Development, Psychology, Training & Development, or related

• Five + years of Corporate Human Resources experience with a minimum of 2 years in talent management, organization development, training & development, and project management

• Must have demonstrated skills in the design, development, and implementation of initiatives.

Preferred Qualifications

• Master's Degree in Talent Management, Organization Development, Psychology, Training & Development, or a related

• Ten years of Corporate Human Resources experience with 5 years in talent management, organization development, training & development, and project management

• Certifications in Situational Leadership II, Enneagram, DISC, Emotional Intelligence, and other assessment platforms are a plus.

• Demonstrated ability to think conceptually and creatively.

• Excellent verbal and written communication skills, including presentation skills.

• Strong analytical, internal consulting, influencing, and relationship-building skills.

• Excellent computer skills to include Microsoft Office products including Word, Excel, PowerPoint, SharePoint, and Microsoft Teams.

Associate Organizational Development Specialist Basic Qualifications

• Bachelor's Degree in Talent Management, Organization Development, Psychology, Training & Development, or related

• Must have demonstrated skills in the design, development and implementation of initiatives.

Organizational Development Specialist Basic Qualifications

• Bachelor's Degree in Talent Management, Organization Development, Psychology, Training & Development, or related

• 3 + years of Corporate Human Resources experience with a minimum of 2 years in talent management, organization development, training & development, and project management

• Must have demonstrated skills in the design, development, and implementation of initiatives.

Sr. Organizational Development Consultant Basic Qualifications

• Bachelor's Degree in Talent Management, Organization Development, Psychology, Training & Development, or related

• Five + years of Corporate Human Resources experience with a minimum of 2 years in talent management, organization development, training & development, and project management

• Must have demonstrated skills in the design, development, and implementation of initiatives.

Preferred Qualifications

• Master's Degree in Talent Management, Organization Development, Psychology, Training & Development, or a related

• Ten years of Corporate Human Resources experience with 5 years in talent management, organization development, training & development, and project management

• Certifications in Situational Leadership II, Enneagram, DISC, Emotional Intelligence, and other assessment platforms are a plus.

• Demonstrated ability to think conceptually and creatively.

• Excellent verbal and written communication skills, including presentation skills.

• Strong analytical, internal consulting, influencing, and relationship-building skills.

• Excellent computer skills to include Microsoft Office products including Word, Excel, PowerPoint, SharePoint, and Microsoft Teams.

Responsibilities

• Own the identification, development, implementation, marketing, and administration of all OD, learning and development programs to ensure the organization has the necessary skills, competencies and/or processes to meet organizational, departmental, managerial, or individual objectives. Examples of said programs include succession planning, talent management programs, leadership assessment, culture initiatives, career development/pathways, mentoring, onboarding of hi-potentials, new managers, employees, etc. Must be able to drive the integration of key organizational initiatives such as DEI, Safety, etc. throughout all organizational initiatives.

• Consult with all levels of management regarding the assessment of the appropriate intervention to ensure optimum organization effectiveness.

• Consults with internal clients to assess professional performance issues to determine if training is the right solution, or if other alternatives are more appropriate.

• When training is needed, designs and develops programs using recognized training principles. (ADDIE Model: Analysis, Design, Develop, Implement, Evaluate)

• Consults with management/employees regarding developmental issues.

• Teaches development programs in a variety of formats (in person, virtual instructor led, blended, self-paced). Obtains certifications to teach external training content when required.

• Designs and delivers non-training solutions and or programs to address departmental or individual performance issues when appropriate.

• Maintains documentation in PPL’s Learning Management System for programs for which they are responsible.

• Consults with external vendors regarding needed interventions when needed.

• Coordinates all project work related to the above-mentioned programs.

• May be assigned an Electric Utilities emergency and storm role. This is a special assignment that comes into play during storms and other emergencies when the company needs to restore power or respond to other issues affecting customer service. This role may necessitate the need to work after-hours, outside of your normal schedule.

• Physical presence in the office/on-site may be required to engage in face-to-face interaction and coordination of work among direct reports and co-workers.

Remote Work

The company reserves the right to determine if this position will be assigned to work on-site, remotely, or a combination of both. Assigned work location may change. In the case of remote work, physical presence in the office/on-site may be required to engage in face-to-face interaction and coordination of work among direct reports and co-workers.

Equal Employment Opportunity

Our company is an equal opportunity, affirmative action employer dedicated to diversity and the strength it brings to the workplace. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, national origin, protected veteran status, sexual orientation, gender identify, genetic information, disability status, or any other protected characteristic.