Organizational Development Specialist

The Organizational Development Specialist will be passionate about fostering a positive and productive work environment, enhancing employee engagement, and driving organizational effectiveness. The Organizational Development Specialist will play a pivotal role in identifying areas for improvement within the company and implementing strategies to promote education, growth, and development.  The position will report to the Assistant Director of Human Resources and will partner frequently with the Employee Relations Manger.

Essential Functions and Accountabilities

• Collaborate with the HR team to develop and refine the onboarding process for new hires, ensuring a smooth transition into the organization. Design and deliver orientation sessions to introduce new employees to the company culture, values, policies, and procedures;

• Develop onboarding materials, including welcome kits, handbooks, and training manuals, to support new employees in their assimilation into the organization. Stay informed about best practices in onboarding and employee orientation and incorporate new ideas and strategies into our onboarding process as appropriate.   Facilitate the on-boarding events and ensure all necessary new hire documentation is collected;

• Partner with hiring managers to create individualized onboarding plans for new employees, outlining goals, expectations, and learning objectives for their first few months on the job;

• Conduct follow-up meetings with new hires to gather feedback on their onboarding experience and identify areas for improvement.  Monitor the progress of new hires during their probationary period and provide feedback to managers on their performance and integration into the team;

• Evaluate the effectiveness of the onboarding process and make recommendations for enhancements to improve the experience for future hires;

• Design and deliver (through internal and external resources) training sessions and workshops on topics such as leadership development, team building, communication, performance management and change management.  In addition, will work with HR leadership to select and communicate the organization's mandatory annual education for all staff.  Monitor employee compliance and communicate to leadership the compliance within each department.

• Collaborate with HR and other departments to develop and implement talent management strategies, including succession planning, performance management, and employee engagement initiatives;

• Facilitate team-building activities and workshops to foster a positive and collaborative work culture;

• Conduct organizational assessments to identify strengths, weaknesses, and areas for improvement.  Develop and implement organizational development initiatives, programs, and interventions to enhance employee performance and organizational effectiveness. Working with the Employee Relations Manager, analyze employee feedback and survey data to identify trends and develop action plans to address areas of concern;

• Provide coaching and support to managers and leaders to help them effectively lead and develop their teams;

• Identify and manage outside resources and vendors who are able to provide training and development services to leadership and employees.  Work in collaboration to develop programs.  Ensure the vendors have followed the purchasing department criteria to be an approved vendor;

• Stay current on industry trends and best practices in organizational development and incorporate new ideas and methodologies into our practices.

Required Minimum Education, Credentials and Experience Education

• Bachelor's degree in Organizational Development, Human Resources, Psychology, Business Administration, or a related field. Master's degree preferred;

• Proven experience working in organizational development, talent management, or related fields;

• Strong understanding of organizational behavior, change management principles, and adult learning theories;

• Excellent interpersonal and communication skills, with the ability to build rapport and influence others at all levels of the organization.  Ability to facilitate and present training and development programs.  Excellent presentation skills are required;

• Demonstrated ability to design, deliver, and evaluate training programs and interventions;

• Strong project management skills, with the ability to manage multiple initiatives simultaneously and meet deadlines;

• Proficiency in Microsoft Office Suite and experience with HRIS and learning management systems;

• Certified Professional in Learning and Performance (CPLP), SHRM Certified Professional (SHRM-CP), or other relevant certifications are a plus;

• Ability to maintain confidentiality and handle sensitive information with discretion.

The physical demands described here are representative of those that must be me by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Ability to sit, stand and walk for moderate periods of time. Occasionally may be required to do medium level and/or heavy level physical work that would include reaching, walking, pushing, pulling and lifting.

WORK ENVIRONMENT:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential function. The noise level in the work environment is usually moderate.