Director, Organizational Development

DescriptionReporting to the VP, Human Resources, the Director Organizational Development will oversee the ongoing execution and improvement of leadership and employee development programs, performance management processes, and employee engagement activities in order to support a high-performance culture.ESSENTIAL JOB DUTIES and FUNCTIONS:While living and demonstrating our Core Values, the Director Organizational Development will:Provide day-to-day support for associates.Oversee new employee orientation and direct HR Specialist as necessary.In partnership with the VP of HR, lead the organization’s engagement in the Entrepreneurial Operating System (EOS) framework, Sanctuary, and other initiativesDirect the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.Collaborate with leaders to understand current and future skill needs and develop learning & development programs accordinglyDesigns and develops HR training programs for management and employees.Lead change management initiatives and provide guidance and support to leaders and employees during periods of organizational changeDesign and implement highly effective and results driven talent management and development strategies and programs, including performance management, goal setting, DE&I succession planning and leadership development.Partner with the DE&I Council to create alignment with the Talent/Learning & DE&I vision and roadmap to enhance overall organizational performanceConduct organizational assessments, including employee surveys and feedback mechanisms, to gather insights and data on organizational effectiveness and employee experienceDevelops learning activities, audio-visual materials, instructor guides and lesson plans.Identify training needs through assessments, performance evaluations, and consultation with key stakeholdersResponsible for optimizing organizational effectiveness through services including talent matching & movement, succession planning and organizational design & structureDesign, manage and implement learning programs that address the identified needs and promote employee growthFoster a culture of continuous learning and development, promoting employee engagement and retentionReviews evaluations of training courses, objectives and accomplishments.Conduct training sessions and workshops, both in-person and virtually, to deliver high-quality learning experiencesServe as a subject matter expert and facilitator for organizational interventions, leadership development, technical skills training, and other relevant topicsFoster an interactive and participatory learning environment that encourages knowledge sharing and active engagementTrains employees on HR issues and practices, present course material.Consults with management on performance, organizational and leadership matters.Continue to improve processes and complete required PDSAs, SAFE Report, and community events.Lead the annual performance review and partner with Director of Compensation and Benefits on the bonus process.Manage promotion, orientation and feedback programsImplement and manage learning technologies and platforms to facilitate efficient and effective knowledge sharing and learning across the organizationAssist individuals with developing training content and managing their training programs.Keep track of training requirements and report to senior managementStay abreast of emerging trends and innovations in organizational development, talent management, and learning & development.Analyze data and create reports to identify trends and opportunities for improvementOccasionally attend clinic huddle and/or operation meetings.Works closely with other members of HR team to maintain high level of organization within the department.Travel to TWC sites as necessarySpecial projects as requested/needed.RequirementsREQUIRED QUALIFICATIONS:Meet The Wright Center for Community Health and its affiliated Enterprise entities’ EOS People Analyzer ToolBuy in and experience working in the EOS model (strongly preferred)Mission-oriented; represents the enterprise in a professional manner while demonstrating organizational prideBachelor’s degree in Human Resources or closely related discipline, Masters preferredBroad knowledge and expertise across HR disciplines generally acquired through 5-7 years’ experience in an HR Generalist or HR Specialist roleWorking knowledge of employment laws and regulationsProfessional certification in Human Resources PHR, SPHR, SHRM-CP or SHRM-SCP is helpful, but not requiredExperience tracking and presenting HR metricsExcellent understanding of MS products (Excel, Word & PowerPoint)Excellent written and verbal communication skills-including presentation skills.Ability to successfully communicate with employees and leaders at all level of the organization; interpret and relay established policies, procedures, practices, and laws.Must be detailed oriented with project and time management skills to meet set deadlines with expectation of ongoing disruptions to provide employee/management customer service.Must have ability to make independent decisions and recommendations to effectively resolve problems or issues by exercising sound judgment that is consistent with regulation and government laws as well as Company standards, practices, policies and procedures.Must maintain confidentiality and sensitivity to all HR related matters and information.

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