The Director, Organizational Development & Change Leader strategically supports the business in the development, transformative change, and execution of ODCM solutions that strengthen business outcomes.
This role is crucial in helping to successfully lead the design, implementation, and evaluation of leadership development initiatives that cultivate leadership capabilities ensuring the organization has robust skills to solve future challenges and enhances the overall organizational performance.
Effectively collaborates with key stakeholders across all operations to identify talent development needs, drive leadership excellence, and foster a culture of continuous learning and growth. Will facilitate transformative processes that align with the company’s strategic objectives.
Independently utilizing and apply wide-ranging experience and proficiency in organization development, effectiveness, business analysis, change management, and strategic planning on significant projects.
This role is crucial in helping to successfully lead the design, implementation, and evaluation of leadership development initiatives that cultivate leadership capabilities ensuring the organization has robust skills to solve future challenges and enhances the overall organizational performance.
Effectively collaborates with key stakeholders across all operations to identify talent development needs, drive leadership excellence, and foster a culture of continuous learning and growth. Will facilitate transformative processes that align with the company’s strategic objectives.
Independently utilizing and apply wide-ranging experience and proficiency in organization development, effectiveness, business analysis, change management, and strategic planning on significant projects.
Responsibilities
Organizational Development:
- Organizational Development programs - Conduct assessments in organizational performance, culture, and team effectiveness, linking key business issues to organizational performance, designing solutions and measures to help clients meet increased performance and effectiveness.
- Organizational Assessment – Proactively conduct assessments at the organizational, departmental, team and individual levels to diagnose problem areas, identify root causes, and propose solutions that improve employee performance.
- Performance Consulting – Assist the organization and its leaders in defining performance metrics that lead to effectiveness. Function as an advisor and partner to senior leaders on people and organizational issues; provides coaching and support to senior leaders to enhance their performance.
- Defines, develops, and consults on succession planning, talent assessment, key experiences, career development planning, culture-building initiatives, identification of high potential leaders, leadership training, and mapping talent strategies to business plans.
- Provides ongoing organization development consulting to corporate departments, business units and facilitates/supports performance improvement initiatives in embracing a performance driven and inclusive culture.
- Maintains a professional and technical knowledge by attending educational workshops, reviewing publications, establishing personal networks, and participates in professional societies.
Change Management & Internal Communications
- Apply a structured change management approach and methodology for the people side change driven by new business initiatives and change efforts.
- Conduct readiness assessments, evaluate results and present findings in a clear and logical manner.
- Deploy a set of actionable and targeted change management plans – including communication plan, sponsor roadmap, coaching plan, training plan and resistance management plan.
- Apply measurement systems to track adoption, utilization, and proficiency of individual changes.
- Responsible for recommending a cadence for change initiatives affecting the organization, including the establishment of an enterprise-wide initiatives calendar for mid- and long-term projects.
- Work with project teams to integrate change management activities into the overall project plan.
- Develop and implement enterprise-wide change management tools to be leveraged by Human Capital business partners and business leaders.
- Work with internal business clients, employee communication, Learning & Development, and Human Capital specialists in the formulation of plans and activities to support project implementation.
- Provide guidance and support for the execution of plans by employee-facing managers and business leaders.
- Create and enable effective communication campaigns to support org readiness.
Project Management
- Develop project requirements and timelines, communicate proposed plans, gain approval from management and sites; track and communicate milestone maps, track, and ensure deliverable requirements are achieved, and ensure obligations are communicated, tracked, managed and met.
- Develop project scope and objectives, developing work plans, acquiring resources, ensuring adherence to quality standards, and coordinating the efforts of team members in order to deliver projects according to deadlines and within budget.
- Develop successful working relationships with project sponsors and other stakeholders and ensure strong business partner relationships.
- Monitors projects to assure compliance with approved budgets, schedules, design standards, and requirements.
Analytics, Research, and Special Projects
- Analyze, synthesize and format other quantitative, qualitative, and behavioral data as needed.
- Develop and maintain project communications including status reporting, meeting facilitation and report-outs, stakeholder management.
- Identify and manage issues and risks.
- Prepare reports by collecting, analyzing, and summarizing data and trends.
- Special projects (organizing information, communications, etc.) manage departmental documentation.
Education
- Minimum Bachelor’s degree (BA, BS) in Human Resources or related field required.
- Preferred Advanced degree in Organizational Development, Industrial/Organizational Psychology, or related field preferred, or Bachelor’s degree with over 12 years working experience in Human Resources, or equivalent and at least 10 years in Talent Management or Professional Development.
Experience
- 8 years of experience in a strategic OD role.
- Extensive experience as content expert on organization effectiveness, organization assessment & design, change management, culture change, employee engagement, competency modeling and employee and leadership assessment and development.
- Proven project management skills; clarifying goal, breaking down the work into a realistic work plan, engaging project team members, etc.
Skills & Abilities
- Demonstrated ability to innovate and take an idea from conception to successful and sustainable execution while managing competing priorities.
- Proven success building credibility and operating with an elevated level of consulting, influencing and decision-making skills.
- Persuasive communication, facilitation and interpersonal skills.
- Self-directed with ability to manage multiple priorities.
- Proven track record of initiating an OD function a plus.
- Advance skills in data analysis and performance m
Pay Range
USD $160,403.00 - USD $288,751.00 /Yr.
