The Director, Organizational Development (OD) position acts as organizational development liaison and advisor to the organization's leadership and facilitates the acceleration of design and implementation of organization's initiatives, building change capability and resilience/agility across the organization. The OD director plans, develops, implements and administers human capital solutions for company employees with a specific emphasis on change capability and leadership; performance and competency development and application; and career and talent development. This position is also responsible for development and integration of human resource programs and associated projects to achieve strategic business goals and operational objectives.
The incumbent will help drive the transformation from HR "process design" to "people-centered design”, which includes leveraging employee insights to design human capital solutions to drive the organization’s construct, mission and purpose.
Core Competencies
- HR Expertise - Possesses and leverages HR experience and effective/leading practices
- Leadership & Navigation - Demonstrates leadership and ability to effectively influence
- Relationship Management - Demonstrates the ability to effective build and leverage relationships
- Achieves Results - Execution, energy, results driven and action oriented
- Succeeds through Teamwork and Collaboration - Collaborative, gains trust, demonstrates and drives collaboration across functions/organizational borders
- Communicates Effectively - Authentic, open, clear, concise, keeps the right people informed
- Develops Self/Others - Seeks growth and improvement for individual and the organization
- Customer Focused - Seeks to exceed expectations and represent MAWA leaders/employees
- Works/Leads with Integrity and Professionalism - Lives MAWA’s values, is a positive influence, questions status quo, takes initiative and embraces change.
- Critical Evaluation - able to effectively assess and evaluate to drive people outcomes against milestones
- Leads organization design and structural assessment and solutions
- Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in leveraging effective performance and competency design in order to achieve the goals and objectives of the company.
- Identifies/incorporates HR best practices and lessons learned to build individual and organization change capability and resilience.
- Leads design and solutions-focused approach to human capital planning and organizational planning
- Facilitates communication among employees and management. May guide leaders and employees on problem solving, decision making, change management, and performance design and management.
- Provides expertise in the human capital components of strategy development, planning and execution.
- Contributes to the implementation of inclusive strategies through design and solution planning
- Designs and develops HR training programs for management and employees.
- Makes assessments of effectiveness of employee development and training/career solutions in terms of employee accomplishments and performance.
- Trains employees and leaders. Presents course materials.
- Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.
- Will be required to consider application of the above across MAW Chapters in terms of creating resources Chapters can leverage to meet their own unique requirements.