Interim Cultural Transformation Architect

A Career at HARMAN

As a technology leader that is rapidly on the move, HARMAN is filled with people who are focused on making life better. Innovation, inclusivity and teamwork are a part of our DNA. When you add that to the challenges we take on and solve together, you’ll discover that at HARMAN you can grow, make a difference and be proud of the work you do every day.

About the Role

Harman is undergoing a major cultural transformation, in order to successfully face today’s disruption of the Automotive industry such as electrification, connectivity and in-cabin experience focus. The scope of the change is to transform from an automotive supplier into a tech company. This transformation requires a redefinition of how we behave and work together in the division. Co-developing the change narrative, building the sense of urgency and a tool set to drive the change are key elements of this journey. Truly purpose driven collaboration is target state.

In order to achieve this the Cultural Transformation Architect is responsible to design and steer this Cultural Transformation Architecture (CTA) within the Harman Automotive division and its employees on all levels.

Together with the Head of HR Automotive but also the President of the division the Architect guides the leadership team and sets the drum beat on this journey. Designing and implementing continuous transformation measures are of key importance, based on a commonly agreed and committed CTA.

Your Team

No hierarchical supervisory responsibility. Functional supervisory steering global cross-functional enabler teams across the whole organization.

What You Will Do
- Collaborate with Head of HR Automotive and enabler teams on developing and defining a cohesive plan and transformation architecture based on the defined strategy for the organizational transformation
- Ensure successful implementation of transformation and organizational change management framework by implementing formal and informal interventions
- Modeling and coaching the desired behaviors that will permeate our division
- In order to buttress the transformation, continuous development that builds and strengthens the competencies that support our new culture is to be safeguarded
- Deputy Head of HR Automotive when it comes to driving implementing the transformation architecture across the organization and representing it in the Automotive Strategy Team, within respective committees and cross-functional projects
- Steer and collaborate with enabling teams to manage interdependencies and implement developed measures in order to lead the Automotive Division into new business model and culture.
- Lead development of and sustain a comprehensive, integrated change/transformation management plan for all major initiatives (including HR related measures)
- Develop a stakeholder plan that is integrated across organization design, culture, behavior, change management, change leadership and all organization development activities to support business strategy and change initiatives; partner with stakeholders to create and execute detailed transformation management plans for management initiatives
- Accountable to fulfilling the organization’s mission through highly successful program implementation, team engagement and continuous improvement; and creating a culture of transparency and communication throughout the organization
- Set goals, offer feedback, source opportunities and provide guidance to stakeholders and others across the organization; regularly engage with those who work with to help
- Lead the adoption of our company culture and behaviors across the organization, through all processes, and collaborate actively with those responsible for hiring, development, and performance management, to enable a high-performance culture and outstanding employee experience
- Inspire and drive people's growth to meet future business requirements by creating and owning structures, processes, and strategies to identify and develop skills needed now & in the future
- Closely cooperate and steer with communications all internal communication efforts with a strong focus on transparency, cross-team collaboration & alignment; you ensure the right information reaches the right people at the right time

What You Need
- Minimum 8-10 years of recent experience in either large services organizations designing and leading enterprise wide change management and cultural transformation
- Alternatively gained experience can also be based on several successful startup activities with a proven track record on designing and establishing company culture
- Profound consultancy experience on cultural transformation would be beneficial
- Strong leadership qualities with proven ability to lead and motivate geographically dispersed teams with the ability to work effectively with senior management and other team members
- Ability to direct, motivate and empower others to work towards the organization's goals, ensuring efficien