Director of Organizational Effectiveness

General Summary

Reporting to the VP Organizational Effectiveness Learning and Development, the Director Organizational Effectiveness (OE) position is responsible for managing and supporting the assessment of organizational needs and the design, implementation and evaluation of programs that facilitate the strategy of the organization. The role will work collaboratively with the Director Learning and Development to support continuous learning of team members, particularly executives and emerging leaders, as well as the management of the talent within the organization. The director plays a leading role in shaping and executing organizational culture, performance, and human assets strategy, and initiatives achieving short and long-term Organizational Effectiveness (OE) goals, including the smooth facilitation of the change management process. This position manages all employees of the OE function and is responsible for setting the vision for the department, performance management and hiring of the employees within that department.

Principle Duties And Responsibilities

Effectiveness

• The director drives business results by developing and leading critical initiatives to build the talent pipeline and optimize organization effectiveness.
• Conduct organizational assessments and diagnostics for leader, team and organization development needs. Identify root causes and implement appropriate solutions to improve effectiveness and engagement.
• Evaluates strategies and programs to measure the achievement of established Health System goals.
• Assists with the provision of expert facilitation and coaching to leadership across the enterprise regarding OE methods and tools.
• Reviews, researches, and secures an effective approach for measuring and managing engagement for the organization including action planning, change management, and objectives to produce results.
• Leads and champions the change management approach/design for the organization as well as initiating the effective integration and training of the change management philosophy and tools.

Culture

• In collaboration with Learning and Development, assists in developing the fundamental behaviors, processes, and ways of working to establish the desired culture for the organization.
• Provides consultative services to the business units regarding mentoring as well as a coaching program for internal leaders and team members.
• Lead strategic development of content, framework, processes, systems and tools to drive the engagement of the workforce.

Talent Management

• Establishes and leads the approach for managing talent for the organization including the talent review, succession planning, and individual development planning processes.
• Provides leadership for the selection, implementation and management of the performance management system for the organization as well as process improvement efforts to maximize effectiveness and alignment between team members and organizational purpose.

Department

• Prepares budgetary recommendations that meet departmental goals and provide for effective management of resources.
• Supervises a group of employees in various OE work units.
• The role acts as an advisor, coach, and consultant to the leadership team and develops widespread programs, processes and methodologies to identify, assess and develop future leaders of the organization or intervention strategies.
• Participation in other OE and non-OE strategic initiatives.

Education/Experience Required

• Master’s degree in Business Administration, Organizational Development or Organizational Psychology field.
• Five to seven (5-7) years of experience working in organizational development/effectiveness for operations in a large organizational and/or functional business unit.
• Five (5) years of leadership experience, with increasing responsibility in developing, implementing and managing programs leading a team and organizational function.
• Experience leading major organizational change and transformation.
• Development and use of change management methodologies and/or models to implement organization change initiatives (Prosci certification preferred).
• Demonstrated experience consulting with leaders, including identifying needs, developing action plans, identifying deliverables, and presenting results/recommendations.
• Strong consulting skills and experience with influencing leadership.
• Expert written, verbal and presentation skills. Understands importance of frequent and effective communication.
• Excellent facilitator skills.
• Adept with a variety of multimedia training platforms and methods.
• Strong cognitive ability; ability to simplify complex situations; ability to make sound judgments; ability to research and analyze various types of data.
• Big picture thinker who anticipates future trends and consequences and creates competitive strategies and plans.
• Demonstrates a sense of urgency to overcome obstacles and achieve measurable results. Resourceful and driven.
• Open to other points of view. Willing to take educated fact-based risks. Courage and willingness to advocate unpopular position. Great willingness to share credit with others.
• Ability to interact easily with all levels within the organization; high level of collaboration and influencing skills.
• Strong planning, organization, delegation and decision-making abilities.
• Superior ability to deliver results in a highly matrixed organization.

Certifications/Licensures Required

• Prosci certification preferred.
• Certified coach preferred.

Additional Information

• Organization: Corporate Services
• Department: OHRD
• Shift: Day Job
• Union Code: Not Applicable