Summary

The Organizational Development Specialist designs and leads projects and organizational interventions to drive organizational change, fostering a positive work culture, and enhancing employee engagement and performance. This role collaborates with leaders and stakeholders across the organization to assess needs, design and develop strategies, and implement interventions aimed at improving organizational effectiveness and achieving business objectives. The OD specialist is also responsible for designing, implementing, facilitating, and evaluating learning and development programs to enhance the skills, knowledge, and performance of employees within the organization.

Key Responsibilities:Organizational Development:

• Conduct organizational assessments to identify strengths, weaknesses, and areas for improvement.
• Develop and implement strategies to enhance organizational effectiveness, employee engagement, and culture.
• Collaborate with HR and business partners to design, implement and maintain talent and career development programs.
• Conduct job analysis and create job descriptions to align with organizational needs and ensure optimal organizational effectiveness and compliance.
• Ensure alignment between talent management practices and organizational goals and priorities.
• Support organizational change efforts by providing change management expertise, guidance, and tools to leaders and employees.
• Develop communication plans and training programs to facilitate smooth transitions during periods of change.
• Monitor the impact of change initiatives and adjust as needed to ensure successful implementation.
• Foster a positive organizational culture by promoting diversity, inclusion, and collaboration.

Learning Solution Development and Facilitation:

• Facilitate interactive learning activities and discussions to encourage participation and knowledge retention.
• Provide coaching and support to learners to help them apply newly acquired skills and knowledge in their roles.
• Design, develop and implement effective onboarding programs to ensure new hires are integrated seamlessly into the organization and set up for success.
• Build strong relationships with key stakeholders, including business leaders, HR partners, and employees, to understand their needs and priorities.
• Collaborate cross-functionally to align learning and development initiatives with organizational goals and objectives.
• Serve as a trusted advisor and resource for managers and employees seeking learning and development support.

Leadership Development:

• Design and facilitate leadership development programs to build the capabilities and effectiveness of current and emerging leaders.
• Identify leadership competencies and behaviors aligned with organizational goals and values.
• Provide one-on-one coaching and feedback to leaders to support their growth and development.

Stakeholder Engagement:

• Build strong relationships with key stakeholders, including business leaders, HR partners, and employees, to understand their needs and priorities.
• Collaborate cross-functionally to align learning and development initiatives with organizational goals and objectives.
• Serve as a trusted advisor and resource for managers and employees seeking learning and development support.

Project & Program Management:

• Manage projects from initiation to completion, ensuring adherence to timelines, budgets, and objectives.
• Develop project plans, allocate resources, and track progress against milestones and deliverables.
• Coordinate cross-functional teams and stakeholders to ensure effective project execution and implementation.
• Manage ongoing talent programs to ensure they stay current and meet organizational needs.

Evaluation and Measurement:

• Establish metrics and evaluation methods to assess the effectiveness and impact of learning and development programs.
• Analyze data and feedback to identify trends, areas for improvement, and opportunities for innovation.
• Use evaluation results to refine learning strategies and improve program outcomes over time.

QUALIFICATIONS
Competencies (Knowledge/Skills/Abilities)

• Knowledge of organizational behavior principles and practices
• Knowledge of models of organizational change management
• Ability to build relationships and collaborate effectively with leaders, stakeholders, and employees at all levels of the organization.
• Strong analytical and problem-solving abilities, with a data-driven approach to decision-making.
• Skill in job analysis, design and job description development.

Education

• Bachelor’s degree in organizational development, Human Resources, Psychology, Education, Business Administration, or a related field
• Master's degree in Industrial/Organizational Psychology preferred.

Licenses and Certifications

• Certification in HR, Organizational Development or Change Management (e.g., SHRM-CP, Prosci, etc.) preferred.

Experience

• Minimum two (2) years’ experience in creating and implementing learning and organizational development initiatives required.
• Manufacturing experience preferred.