Job Description

Description

The Position: Reporting to the Chief Human Resources Officer, this position will curate solutions that will help our leaders and team members to be equipped to drive better development and deliver strong retention outcomes by developing and executing employee experience and engagement initiatives. As a trusted advisor to Human Resources Business Partner and leaders, help them navigate organizational challenges and optimize team performance.  Assess and evaluate organizational needs for programs and initiatives such as team building and group process approaches, coaching, organizational transformation, culture change, leadership development, restructuring, employee engagement, and performance management. Oversee the leadership development planning process and succession plan for key employees to ensure continuity of operations and availability of leadership bench strength. Uphold accountability for continuous improvement and ensure that organizational development initiatives align with business strategy and objectives. Work with the CEI Charter and strategic vision to create, implement and administer training and programming that is aligned with priorities to optimize individual, team and organizational performance and effectiveness. Oversee regulatory and health care specific training and competency adherence. This position supervises 2 direct reports.

The salary range for the Director, Organizational Development position at Center for Elders Independence is $124,800- $199,700.  Annual salary is based on the market for the Director, Organizational Development position, as well as experience, skills, abilities and work history.

Duties & Responsibilities:

• Define and oversee the ongoing, systematic process of implementing positive and effective organizational changes. Design, implement, and administer strategies focused on retaining and developing employees in all areas of the employee life cycle, including onboarding, performance management, learning and development, and organization succession/career pathways.

• Create and drive a high-impact onboarding process to quickly engage new employees and ensure their success and retention. Closely monitor results of onboarding surveys, analyze results and suggest program modifications. Leads the orientation program development of team members providing a cultural immersion experience that includes the CEI charter.

• Provide leadership development expertise and consultation to help determine best-fit solutions to organizational and leadership issues. Identify material shifts in talent needs required to meet future business demands and create a realistic plan to deliver these capabilities at the right time.

• Drive leadership development, assessments, coaching, organizational transformation, and change management through relevant tools, methods, frameworks, technologies, and processes to make the organization and its people more productive and innovative.
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  Design, plan and deliver engaging experiences for senior leaders that enable them and their teams to move their goals (OKR – Objectives, Key Results) forward. Champion the performance management process. Ensure the leadership team is equipped to translate enterprise OKRs into department and individual goals. Ensure leaders are well-prepared and trained to create challenging and measurable goals and conduct effective performance and development programs. Continually gather feedback to understand how the process can be improved to drive organization success.

• Own, evaluate and continuously improve our coaching program and personally provide coaching support to leaders, helping them develop their leadership skills and address complex organizational challenges. Implement Clifton strengths across the organization as a tool to increase performance, engagement, and retention and integrate this framework into our programs and culture around learning.

• Managing and coordinating key stakeholder communications including program scheduling, logistics, training objectives, pre-work requirements, and program evaluations to deliver a world-class learning experience for leaders and team members.

• Oversee the Learning Management System (LMS), and any other relevant systems, including our internal development webpage inclusive of revamping and ensuring continuous usage.

• Lead the engagement of department leadership to create action plans, develop processes and programs to address opportunities to improve employee engagement and morale by deploying and analyzing engagement data from internal resources and surveys, as well as external resources.

Qualifications:

Master’s degree in Organizational Psychology, Business or related field preferred, or Bachelor’s degree with record of strong related experience.

10+ years of experience in organizational development, with focus on leadership development, and organizational effectiveness.

Experience in healthcare preferred.

Executive coaching experience or certification a plus.

Certification as a Clifton Strengths Coach or familiar with Clifton Strengths' a plus.

Skills and Abilities:

Have the ability to work at all levels of an organization with ease, develop effective relationships, coupled with excellent facilitation skills, communication skills, and presentation skills.

Change agility is required, with the ability to effectively anticipate, prepare for, facilitate, lead, and support sustainable change.

Balance strategic thinking with hands-on execution, demonstrate sophisticated relationship management skills, and navigate complex stakeholder dynamics with ease.

Outcomes and execution-focused; driven to deliver outcomes vs. activities.

The ability to interpret and summarize data to facilitate the achievement of strategic and operational goals.

Collaborative style, with the ability to understand the needs of diverse stakeholders and influence to achieve common goals.

A strong bias for action and sense of urgency, quick to respond and follow up.

The above job description is intended to communicate the general function of the mentioned position and by no means shall be considered an exhaustive or complete outline of the specific tasks and functions that will be required.CEI reserves the right to change job descriptions, site assignments, and or work hours as required by the needs of the program.All employees are expected to perform their duties within their ability as required by the job and/or as requested by management.

Center for Elders’ Independence is a PACE (Program of All- Inclusive Care for the Elderly) organization that uses an interdisciplinary team approach to care planning and care implementation for the purpose of providing high quality, affordable, integrated health care services to the elderly, including an Adult Day Health Center, and promoting autonomy, quality of life and the ability of individuals to live in their communities. Unlike other healthcare plans, CEI is not a "fee-for-service" plan. It is a “capitation” healthcare plan. CEI is paid a set amount for each person enrolled in our program, whether or not that individual seeks care. We are a growing company that offers stability and continues to thrive.

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