Job DescriptionThe Organizational Development (OD) Program Director is responsible for implementing a leadership development strategy for Director through Executive Director levels, as defined by the Senior Director of Organizational Development. This role translates strategy into high-impact programs, coaching approaches, and leadership experiences for senior leaders. As a peer to the OD Program Manager, the Director focuses on senior leader populations, ensuring alignment and continuity across the leadership lifecycle.
Schedule:- Full-time 80 hours every 2 weeks
- Monday-Friday Days
- Hybrid of at-home and in-office work (St. Cloud, MN)
Pay and Benefits:- Starting pay begins at $98,176.00 per year and increases with experience.
- Salary range: $98,176.00-$147,264.00 per year
- Salary range is based on a 1.0 FTE, reduced FTE will result in a prorated offer rate
- We offer a generous benefits package that includes medical, dental, flexible spending accounts, PTO, 401(k) retirement plan & match, LTD and STD, tuition reimbursement, discounts at local and national businesses and so much more!
Qualifications:- Master's Degree Organizational Development, Education, HR, ore related field required.
- A minimum of 7 years experience in leadership development or talent management.
- Certification in leadership assessments or coaching preferred.
- Experience leading or facilitating senior talent reviews and succession processes preferred.
- Experience designing or orchestrating large-scale leadership events or summits preferred.
- Demonstrated experience designing leadership programs for senior or enterprise-level leaders.
- Proficiency in PowerPoint, Word, and Excel
- Preferred Professional certifications such as:
- Executive or Leadership Coaching certification (ICF, PCC, MCC, or equivalent)
- SHRM-SCP or SPHR
- Certified Professional in Talent Development (CPTD)
- Korn Ferry, Lominger, or similar leadership assessment certification
- Certification or formal training in leadership assessment tools (e.g., 360 assessments, Hogan, MBTI, DiSC, etc.)
Key Responsibilities Leadership Program Implementation & Oversight
- Implement a leadership development strategy for the Director through the Executive Director levels.
- Design, deliver, and continuously improve Director through Executive Director level leadership programs aligned to defined strategy.
- Ensure programs align with leadership architecture, capabilities, culture priorities, behavioral standards, and organizational goals.
- Establish and monitor program effectiveness, outcomes, and consistency.
Leadership Orientation & Development Framework Execution
- Implement leadership orientation frameworks for Director through Executive Director leaders.
- Design onboarding and transition experiences (e.g., executive assimilation) based on enterprise standards.
- Ensure Director through Executive Director level leaders receive consistent messaging on expectations, behaviors, and culture.
Coaching Implementation & Executive-Level Coaching
- Execute the enterprise coaching strategy for senior leaders.
- Provide direct coaching to Director and Executive Director-level leaders.
- Align coaching engagements with succession planning and performance expectations.
- Capture insights from coaching engagements to inform program improvements and feedback to Senior Director.
Leadership Events & Summit Execution
- Lead implementation of system-wide leadership events (e.g., Leadership Summit) aligned to strategy.
- Translate enterprise priorities into themes, content, and leader experiences.
- Partner with stakeholders to ensure successful execution and engagement.
- Evaluate outcomes and recommend enhancements.
Succession Planning & Talent Processes
- Support and help facilitate the Director through Executive Director-level leader talent reviews.
- Provide insights on leadership readiness, strengths, and development needs.
- Ensure development programming aligns with succession priorities.
- Utilize systems (e.g., Oracle) for tracking and insights.
Program Continuous Improvement
- Manage logistics, timelines, and communications for programs and orientation.
- Gather participant feedback and support evaluation efforts.
- Identify opportunities to enhance delivery and learner experience.
Competencies / Success Factors - Executive Communication: Effectively engages leaders with clarity, presence, and influence.
- Instructional Design Excellence: Creates high-impact learning that advances enterprise leadership capability.
- Program Governance: Ensures disciplined planning, execution, and measurement of leadership programs and events.
- Thought Leadership: Brings innovative, research-backed approaches to leadership and talent strategy.
- Influence at All Levels: Navigates complex relationships and aligns leaders across the system.
