Company Overview

At Spire, we believe energy exists to help people. To enrich their lives, grow their businesses, advance their communities. It’s a simple idea, but one that’s at the heart of everything we do. We are committed to understanding the needs of the homes and businesses we serve. That's why we're always looking for driven, collaborative people to join our team. Because we believe that offering our customers the best service means bringing together the best people.

And we find the best by hiring those who share our values of drive, safety, inclusion and integrity, and demonstrate our four essential behaviors that bring the Spire vision, mission and culture to life:

• We make it happen: We are a company of go-getters, acting on every opportunity to help our company advance
• We collaborate: We put teamwork first, bringing in everyone’s ideas, because our collective energy makes us stronger
• We seek out perspective: We challenge ourselves to be open to different ways of doing things, because learning from each other leads to breakthroughs
• We care: We treat people how we want to be treated, listening closely and doing what’s right, even when it’s hard

By living our values and behaviors every day, we strive to create an environment where every employee feels welcome, respected and valued.

Summary

Looking for HR Professionals! Do you have experience working as an Organizational Development, HR Business Partner or Talent Acquisition Professional? If so, check out this great job opportunity with Spire!

Spire is dedicated to building a diverse community of talent, a place where employees feel valued for their contributions. If you are looking for a company that has great benefits and has great people that care about collaboration, diverse perspectives, and making things happen, Spire maybe the place for you!

Spire is seeking an Organizational Development Lead to join our team out of our St. Louis location. This person is responsible for leading Succession Planning and Performance Management efforts. The ideal candidate must have the following to be considered:

• Bachelor’s Degree

• A minimum of 7 years' experience working in Human Resources required- Organizational Development, Talent Acquisition or HR Business Partner capacity preferred.

• 2-3 years' experience leading and managing efforts with succession planning, talent reviews and performance management.

• 1-2 years' experience leading a team.

Duties and Responsibilities

• Spearhead regular succession and development efforts to ensure Spire’s leadership pipeline is robust and help employees meet current and future professional goals
• Work closely with the HR Leadership Team to lead the design, development, implementation, communication, and administration of performance management
• Define and lead the development and continuous evolution of the performance management program, including ownership of the program process and timing
• Develop materials and conduct training, as needed, to ensure that all performance management tools are accurately understood and exercised
• Deliver high quality, effective learning by designing, executing, and facilitating in-house/ad-hoc training and assessment analyses (could include DiSC, 5 Behaviors of a Cohesive Team, eQi, StrengthsFinder, etc.), manage vendors and budget coordination
• Lead and continuously improve Spire’s employee onboarding program that delivers a warm welcome and handshake at the front door (day one through 90 days of employment)
• Coach hiring managers to ensure employees are properly onboarded and introduced to Spire’s culture
• Supervise an onboarding team to ensure successful delivery and a quality experience for all employees

Essential Characteristics and Competencies

Supervisory Responsibilities

2 Analysts

Required Education (certifications, licenses)

• Bachelor’s Degree required.
• Master’s Degree preferred. Concentration in human resources, communication, learning and development, organizational development, or related field preferred
• Preferred certifications: DiSC, StrengthsFinder, DDI

Required knowledge, skill and abilities

• 2-3 years' experience working in succession planning and performance management.
• A minimum of 7 years' experience working in Human Resources required -Organizational Development, Talent Acquisition or HR Business Partner) capacity preferred.
• 5+ years of training and/or facilitation experience
• Proficiency and skill in the daily use of a personal computer, including Microsoft Office Suite
• Strong presentation and facilitation skills
• Experience developing and executing onboarding programs
• Ability to manage numerous projects simultaneously
• Self-motivated with the ability to organize and prioritize work with attention to detail
• Ability to communicate and collaborate effectively with all levels in the organization
• High tolerance for workload demands, pressures and deadlines
• Strong initiative and ability to independently lead processes and projects yielding quality results
• Must be flexible and eager to adapt to change
• Must demonstrate positive, respectful behavior in dealing with people at all levels, and a role model as a representative of the company
• Ability to work across geographies as part of a team and display a positive attitude for this dynamic environment

Physical demands, environment and schedule

• Travel 15-20%
• Work is performed in a shared office environment
• Typically, 8 hours per day, Monday – Friday

Posting Requirements

Spire accepts online applications through our career site at jobs.spireenergy.com

Posting requirements: The above posting description is intended to describe the general nature of the level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. To perform this job successfully, an individual must be able to perform each duty and responsibility satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.