Director, Organizational Development
Every position at ArtCenter plays an important part in carrying out the values, goals, strategic vision, and mission of the College. This includes diversity, equity, inclusion, access, belonging (DEIAB) and culture.
Reporting to the Vice President, Employee Experience and Engagement, the Director, Organizational Development (OD), plays a key role as a strategic business partner with executives, administrators, department chairs and shared governance groups to manage and coordinate efforts toward cultural and organizational development, institutional employee learning, college community engagement, and change management projects and initiatives to enable and drive a high-performance culture at ArtCenter and positively impact the employee experience. These efforts support departmental and ArtCenter's goals, values, mission and overall organizational strategies.
The Director aligns OD efforts and strategies with diversity, equity, inclusion, access and belonging practices to create a culture of respect, ongoing learning and professional development, and shared guiding principles of community, all to advance institutional growth and transformation. Working with the VP and other Employee Experience team members, the Director will also play a role in other OD responsibilities to review, improve and/or enhance current strategies for talent acquisition, management and retention, succession planning, performance competencies and management, employee engagement, onboarding and workplace analytics and trends to improve processes, systems, structures and ways of engaging and experiencing work with the goal of making ArtCenter an employer of choice.
This is a full-time position. Normal business hours are Monday through Friday, 8:30 a.m. to 4:30 p.m. The position may require flexibility to work a staggered, remote or alternate schedule to meet the demands of the work, which could include weekends or evenings. The position is eligible for flexible scheduling and can be performed remotely, hybrid or may be required as a condition of employment.
Job Duties and Responsibilities
Organizational Development (OD) Strategies and Processes - 40%
- In partnership with the Vice President, uses organizational development methods and strategies to manage and coordinate all culture shift activities, and other initiatives requiring change management and OD strategies.
- Creates culture shift goals and ensures that they align with institutional strategies and goals.
- Engages in conversations with campus community constituents to develop shared principles of community and respectful engagement.
- Creates safe space environments via focus groups, roundtables, department meetings and/or one-on-one for deep dive conversations with campus community constituents and gathers information about culture and workplace experiences to inform culture shift activities.
- Collects data through surveys, needs assessments, focus groups, cultural shift conversations, and other OD methods to formulate institutional strategies for next steps to advance culture shift activities.
- Creates and/or makes recommendations for programs and strategies that support culture shift activities and organizational effectiveness, i.e., learning and professional development, team building, conflict resolution activities, etc.
- Shares progress on culture shift activities with executives and campus community constituents.
- Maintains history and records of all culture shift and other change management activities.
Employee Experience and Engagement - 25%
- Evaluates and improves the performance evaluation processes. Ensures that the performance process supports the strategic needs of the College, employee growth and development and succession planning activities.
- Researches and leads the College's employee satisfaction/engagement survey activities; works with vendors or consultants; collects and analyzes data for management reporting; communication and action plans; and follow-up.
- Performs data analytics to tell the employee engagement story; uses turnover reports and other data to inform employee experience issues; trends and opportunities to enhance employee engagement and experience; explores other subject matters to collect useful data.
- Administers succession planning activities to include reports of workplace demographics; gender equity patterns; identifies potential position growth with department heads; meets with department heads to make recommendations; works with department heads to create career paths.
- Completes the annual Affirmative Action Plan with support from the vendor from beginning to end, including data compilation and final report summary to the VP and College leadership and executives; ensures that data informs recruitment and retention of faculty and staff.
- Through the lens of bringing faculty, students and staff together as a community, works with the Employee Experience team and other departments to coordinate specific employee engagement activities such as service awards, wellness expo and other assigned programs; partners with other departments and community members on joint events; makes recommendations for new employee programs and services that enhance and improve the employee experience; and coordinates opportunities for external engagement through volunteerism.
Provides Consultative Support and Services to ArtCenter Constituents - 15%
- Works directly with shared governance groups and co-chairs on effectiveness and structure.
- Provides guidance and consultation to shared governance groups on group dynamics and conflict resolution.
- Provides feedback on shared governance recommendations before they are submitted to executive leadership; provides input, guidance and consultation to the campus president on shared governance challenges, effectiveness, etc.
- Leads, manages and/or participates on committees, councils, and task forces to align OD efforts and to support and drive implementation of current and new programs and initiatives.
Institutional Employee Learning and Professional Development - 15%
- Leads the Employee Learning and Professional Development Work Group to coordinate College community learning programs.
- Creates and maintains a master calendar for ongoing mandatory (by College or by law) and optional learning on DEIAB, culture, and other timely and relevant topics.
- Provides expert facilitation, consults with executive cabinet, senior leadership group, department chairs and the Employee Experience team (as appropriate) to assess and identify continuous learning aimed at improving employee and management performance and organizational effectiveness.
- Coordinates, creates and/or delivers webinars and in-service programs around culture, organizational development and change management methods.
- Designs, coordinates and/or delivers creative learning programs for employees, supervisors, and managers pertaining to employee relations and related compliance (e.g., key policy administration, employee engagement trends, and/or applicable state and federal legal requirements.
- Researches and identifies other learning opportunities for management and makes recommendations for technical and soft skills development to enhance management effectiveness with their employees.
Marginal (Non-essential) Job Functions - 5%
- Prepares and manages OD budget.
- Serves on committees.
- Maintains files, manually and electronically.
Minimum Qualifications
- Bachelor's degree in Business, Organizational Behavior, Organizational Development, HR, with relevant business, OD, change management, and HR functional experience.
- At least 5 to 10 years of experience in Organizational Development, with strong knowledge of Organizational Effectiveness, Change Management, HR, and Talent Management.
- Exceptional project management experience, including handling multiple projects and College partners and constituents simultaneously with great success.
- Excellent oral and written communication skills, including conflict resolution, problem-solving, business plan presentations and business writing, in order to communicate with executive leadership, faculty, staff and other campus community members.
- Demonstrated expertise in organizational design, job analysis/design, creating staffing models, implementing and managing culture change and transformation initiatives.
- Working knowledge of OD methods and philosophies such as SWOT, SOAR, DISC, McKinsey 7S Framework, etc., in order to facilitate workplace interventions, strategies and organizational designs.
- Demonstrated experience in developing and facilitating learning and professional development programs
- Demonstrated strategic leadership and ability to understand the strategic context of change management practices, principles and techniques to translate organizational change implications, generate a change approach and solutions to drive desired results.
- Demonstrated success with group dynamics; working with and managing cross-functional teams, committees and councils in identifying organizational development gaps, defining solutions, and managing the implementation with tangible results.
- Knowledge of learning theory or principles as applied to adult learning.
- Knowledge of federal, state labor and employment laws related to diversity, equity, inclusion and employment practices.
- Ability to handle all information with tact and discretion, including the ability to recognize and handle the confidential nature of ArtCenter business
- A commitment to DEIAB and culture, and the ability to establish and maintain effective working relationships within ArtCenter's diverse communities.
Preferred Qualifications
- ASTD Certification; Certified Professional in Learning and Performance (CPLP), or similar certification focused in learning, education and organizational development
- Master's degree in HR Management, Organizational Psychology, Organizational Development, MBA/MPA or other related Human Resources field
- Experience with higher education and the shared governance process
- HR Certification; PHR, SPHR; SHRM-CP, SHRM-SCP
Physical Demands and Working Environment
The conditions herein are representative of those that must be met 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 job functions.
Environment: Work is performed primarily in a standard office setting with frequent interruptions and distractions; extended periods of time viewing computer monitor; interactions with other individuals. Due to the nature of the work environment, there is regular exposure to fumes, chemicals, dust and noise.
Physical: The position is performed in an office setting. Employees are stationary most of the time but may move around the office environment for brief periods of time. Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight (up to 10 pounds); to operate modern office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. Regular and consistent attendance are required for most positions. Ability to travel between campuses.
Vision: Must be able to have the visual capacity to perform activities such as preparing and reading reports, viewing a computer terminal and other normal office work with or without correction.
Hearing: Must be able to communicate effectively in the course of normal office communication or exchange ideas with or without correction.
The above statements are intended to describe the general nature and level of work performed by the employee assigned to this job; they do not purport to describe all functions. Employees may be assigned other duties, and the essential functions may be changed from time to time as necessary.