Job Description

The Senior Organization Development & Learning (ODL) Consultant leads multi-disciplinary projects and strategic initiatives impacting the effectiveness of leaders, teams, and the organization. S/he accomplishes this by developing the capacity of leaders, individuals, and teams to meet business objectives, with an emphasis on both enterprise level and assigned client group initiatives. The role provides strategic thought-partnership and consultation to leaders on leadership development, talent management, culture building and change management, learning, and team effectiveness to solve complex organizational problems. S/he designs and delivers strategic roadmaps, learning, development, talent management initiatives and serves as a resource to team members and leaders to promote cultural change. S/he supports the organization's efforts to adopt and deploy consistent learning and organization development best practices to build a high performance culture.

Responsibilities

Leadership Development:
Assesses and builds leadership capability at all levels of the organization using a variety of evidence-based approaches. These include administering a wide range of assessments and programs as well as the design and delivery of processes (such as succession) and learning events. In addition to coaching leaders at all levels of the organization, the Senior Consultant uses his/her coaching skills to teach others how to coach individuals and teams.

Learning Design & Facilitation (moved up):
Designs, develops, facilitates, and evaluates learning solutions including alternatives to classroom instruction drawing from current technology and adult learning research. Takes the lead role and develops processes, infrastructure, and dashboards to ensure that the learning is applied and provides a measurable return on the investment tied to business results and engagement. Links plans with talent management and organization development.

Talent Management:
Provide talent management expertise to leaders at all levels of the organization. Draws from OD theory, tools, and evidence-based best practices to drive talent management, leadership, team development, and organizational change. Identifies the barriers that prevent people and teams from achieving the desired performance and designs interventions that address those barriers. Partners with leaders to build succession plans by planning and facilitating talent calibration reviews with a horizontal view to address the future state of the organization.

Strategic Organization Development:
Provides distinctive subject matter expertise and thought partnership to senior leaders to shape strategies and decisions that develop the organization. Exercises initiative and latitude in assessing and building organizational capability at all levels of the organization. Drives the design and execution of organizational development frameworks and roadmaps that address complex organizational issues. Fluidly shifts between strategic and tactical to align work with business strategy and achieve desired results. Leads projects that improve or enhance organization effectiveness, identifying and partnering with key stakeholders for successful execution with a goal of improving operational indicators.

Culture Building & Change Management:
Serves as an expert consultant, coach and leader of organizational change to achieve desired culture. Builds capacity in leaders and teams to manage transition, while achieving desired business results. Change work includes use of consistent change framework, and deployment of aligned programs, communication, short- and long-range plans and assessments. Partners with senior leadership to deploy evidence -based change methodology to influence strategies that address business issues.

Analytics and Reporting:
Takes the lead role and develops processes, infrastructure and reports to ensure that the learning is applied and provides a measurable return on the investment tied to business results and engagement. Links plans with talent management and organization development.

Coaching:
In addition to coaching employees at all levels of the organization, the Senior Consultant uses his/her coaching skills to help improve the coaching capability of leaders within the organization.

Performance/HR Consultant:
Draws from OD theory, tools, and processes to drive talent management, leadership, staff development, and organizational change. Identify the barriers that prevent people and teams from achieving the desired performance. Provide talent management expertise to HR Business Partners and other organization leaders.

Instructional Design & Delivery:
Designs, develops, implements and evaluates learning solutions including alternatives to classroom instruction utilizing advances in technology.

Change Management:
This position serves as an expert consultant, coach and leader of organizational change to build capacity to manage transition, while achieving desired business results. Change work includes design of programs, communication, short and long range plans and assessments.

Project Management:
S/he has responsibility to lead projects that improve or enhance HR functionalities as well as taking a lead position within the larger organization to do the same; partnering with key stakeholders. The Consultant drives the design and execution of the learning and organization development framework and roadmap.

Within Department:
Partners with all HR team members and serves as thought partner, influencer, and change champion while demonstrating both "what" and "how" as it relates to execution. Serves as role model for excellence in HR and Organization Development/Consulting. Work and partners with all HR team members and serves as informal influencer. This position is responsible for partnering with all roles and at all levels in the organization.

Position Specific Role Responsibilities:

• S/he must be proficient at two different skill sets from different bodies of knowledge - the consulting/coaching world and learning and development which includes both facilitation and instructional design.
• Projects delivered on time, on budget and according to established requirements with 100% accuracy and 90% customer satisfaction.
• Demonstrates support for the mission, values and goals of the organization through behaviors that are consistent with the CT. Children's standards.
• Must actively and consistently demonstrate high levels of emotional intelligence

Qualifications

Education and/or Experience:

• Education Required: Bachelors required, in field related to Organizational Psychology, Human Resources. Coaching certificate preferred.
• Education Preferred: Master's degree preferred.
• Experience Required: Minimum 10 years of experience in Organization Development, Learning, Leadership Development, Performance Consulting or related field.
  Demonstrated experience as a dynamic facilitator and as an internal consultant to executives, leadership, and staff
  Strong business acumen and project management experience
• Experience Preferred: Health care experience a plus.

License and or/Experience Preferred:

• Executive coaching certification preferred.
• Personality instruments (e.g. MBTI or DISC).
• Assessments such as 360 feedback, Hogan.
• Certification in off the shelf learning courses such as DDI or Vital Smarts.
• Certification in organization development, human capital strategy or other similar areas.

Knowledge, Skills and Abilities:

Knowledge:

• Adult learning, organization dynamics, systems and instructional design, diversity and inclusion,
  systems thinking, appreciative inquiry,

Skills:

• Develop strategy; outstanding communication: oral and written; verbal and non-verbal, presentation and facilitation skills
• Diplomacy, negotiation, collaboration and relationship building skills; honed influencing skills

Ability:

• Consistently adheres to and demonstrates standards of excellence established by organization development and coachi8ng profession.
• Think strategically and execute flawlessly.
• Build capacity for achieving results by keeping up-to-date on current industry and technology trends in Organization
• Development, Change Management, and Performance Coaching.
• Adapt style and work with all levels of employees.
• Self-directed and drive programs and change.
• Model resiliency and innovation in all interactions with leaders and staff.
• Establish clear courses of action to ensure that work is managed and completed effectively.
• Clearly conveys information and ideas through a variety of creative media to individuals and groups in a manner that engages the specific audience and helps them understand, learn and retain the message.
• Maintain effectiveness when experiencing changes in work tasks/situations; flexible and adaptable.