Position SummaryThe Director of Organizational Development leads enterprise-wide strategies that strengthen leadership capability, improve the employee experience, and advance operational performance across Discovery Behavioral Health. Reporting to the Chief People Officer, this leader will elevate frontline clinical and technical training; own the onboarding experience and new hire mentorship program; and turn employee feedback and workforce data into targeted actions that reduce early-tenure and regrettable voluntary turnover. The role also leads the evolution of performance management, leadership development, succession planning, high-potential development, clinical career pathways, and employee listening. Grounded in DBH's belief that what gets measured gets better, the Director will establish clear standards, measurable outcomes, and practical solutions that help employees feel safe, seen, and equipped to deliver personalized, proven, and lasting care.
Essential Responsibilities- Develop, standardize, and continuously improve enterprise training for frontline clinical staff and Behavioral Health Technicians (BHTs), with an emphasis on care quality, de-escalation, safety, and employee confidence.
- Design, administer, and govern a company-wide 90 day onboarding experience that provides new team members with a consistent, high-touch introduction to DBH standards, facility practices, culture, and performance expectations.
- Build and oversee the New Hire Mentorship Program, including mentor selection, training, matching, program standards, and outcome measurement, to accelerate integration and reduce early-tenure attrition.
- Implement and manage automated exit interview and stay interview workflow to capture timely, consistent, and actionable employee feedback.
- Assist with the analysis of turnover, tenure, exit feedback, and related workforce indicators to identify root causes of regrettable voluntary turnover and provide clear recommendations to facility and executive leaders.
- Modernize and lead DBH's enterprise performance management approach, shifting from static annual reviews toward continuous feedback, meaningful goal alignment, accountability, and development.
- Coach and equip leaders to manage people effectively, resolve conflict, conduct difficult performance conversations, deliver useful feedback, and foster psychological safety.
- Design, implement, and evaluate leadership development cohorts, growth programs, succession plans, and high-potential talent pipelines that strengthen leadership bench depth across facility and enterprise roles.
- Establish transparent clinical and operational career pathways and credentialing opportunities that support internal mobility and long-term retention of frontline direct-care staff.
- Lead the enterprise employee listening and retention strategy, including pulse surveys and automated 30-, 60-, and 90-day feedback loops, to assess organizational health and guide action.
- Measure the effectiveness and return on investment of organizational development and talent initiatives against operational indicators, including early-tenure turnover and contract labor spend.
- Partner with Field HR Business Partners and facility Directors of People Operations to adapt enterprise programs to local needs while maintaining consistent standards.
- Communicate organizational development programs, performance cycles, learning pathways, and mentorship expectations clearly to employees and leaders at all levels.
Qualifications- Bachelor's degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Healthcare Administration, or a related field required; master's degree preferred.
- Seven to ten years of progressive experience in organizational development, learning and talent development, employee engagement, or a related discipline, including experience in a multi-site healthcare, behavioral health, or clinical environment.
- Demonstrated success designing and scaling enterprise onboarding, mentorship, leadership development, and retention programs with measurable workforce outcomes.
- Strong knowledge of adult learning theory, instructional design, performance management, succession planning, leadership development, employee listening, and retention analytics.
- Proficiency with Human Resources Information Systems; Dayforce experience is strongly preferred. Familiarity with Learning Management Systems and Applicant Tracking Systems is also preferred.
- Proficiency with Microsoft Word, Excel, Outlook, and PowerPoint.
- Strong facilitation, communication, consulting, and executive coaching skills, with the ability to influence clinical operators, facility leaders, and cross-functional partners.
- Ability to translate workforce data into practical recommendations, establish clear measures of success, and hold programs accountable for results.
Employment Status: Full-Time
Schedule: Monday-Friday, exempt
Work Location: Remote with periodic travel
Compensation: Pay Range: $145,000 - $185,000/annually
