Organizational Development Specialist

POSITION SUMMARY

Plans, organizes and coordinates organizational development operations and activities including a variety of workforce, organizational and staff development programs to all organizational levels of personnel in all functions and their departments throughout all system locations. Plans and executes organizational development interventions & programs that are aligned with the Mount Nittany Health’s overall mission, as well as for each of its lines of business and their strategic business objectives.

Assists the Chief Human Resources Officer and Director, Professional & Organizational Development with the Employee Engagement Survey process. Coordinates the feedback and oversees the follow up action planning processes at the department levels. Delivers organizational results and departmental action plans to Senior Leadership in collaboration with the Chief Human Resources Officer and Director.

MINIMUM REQUIREMENTS

Education:

1. Bachelor's Degree in Human Resources, Organizational Development, Nursing, or Workforce Education & Development, required.

Experience:

1. Two year’s organizational development experience in the design and implementation of talent development programs preferred.
2. Healthcare experience preferred.

Knowledge, Skills, Abilities:

1. The ability to organize data and plan for the future.
2. Ability to analyze various forms of data, from survey results to training program assessments, to create the best strategies possible.
3. Ability to troubleshoot why a training program may be ineffective and devise an alternative strategy.
4. Dealing with a combination of people and the data related to them requires a high attention to details. Overlooking certain pieces of data can be detrimental to overall results.
5. As an influencer who strives to help others develop and grow, an organizational development specialist needs strong interpersonal skills to gain the trust of the employees intended to benefit from their expertise.
6. The ability to actively engage and collaborate with everyone, from internal stakeholders to business partners to external consultants, is critical to success in this position.
7. An organizational development specialist utilizes the following technology and tools:
   1. Microsoft Office (Word, Excel, PowerPoint, Outlook)
   2. Smartsheet (Project Mgmt)
   3. Feedback assessments (ex. MBTI, DISC, Hogan, Lominger, 360 Feedback)
   4. E-learning software
   5. Graphics or photo imaging software

License/Certification/Registration:

1. The Certified Professional in Learning and Performance (CPLP) preferred.

SUPERVISION RECEIVED

Receives minimal supervision from the Director, Professional & Organizational Development

SUPERVISION GIVEN

None

ESSENTIAL FUNCTIONS

1. Serves as a consultant to leaders and human resources to identify training and development priorities and gaps.
2. Creates relevant surveys to identify skill development needs and evaluate the effectiveness of training programs.
3. Develops and coordinates a comprehensive staff development program, skill building continuum for management staff, and core leadership skills workshops.
4. Develops and implements strategies / curriculum to train managers in coaching, mentoring and developing employees.
5. Designs and implements a variety of initiatives, action plans, programs, and training materials that employ e-learning, virtual learning, site-based training, assessments, or other solutions.
6. Measures and monitors program(s) effectiveness and develops strategies to improve business impact.
7. Develops programs to maintain proficiency of current leaders in the organization, develop the leaders of the future, ensure a consistent approach to the chosen leadership philosophy and in collaboration with the Director welcome new leaders to the MNH through an impactful leadership new employee orientation. 
8. Partners with the Talent Acquisition/Business Partner teams to stay aware of organizational issues and assists in closing knowledge gaps by providing support to employees with development/communication needs. Aligns educational assistance graduates with future workforce needs.
9. Responsible for execution of the periodic Employee Engagement Survey process, including the feedback and follow up action planning processes at all levels.  Oversees other employee specific surveys as may be implemented from time to time.  Coordinates the organizational feedback and delivers to Senior Leadership in collaboration with the Chief Human Resources Officer and Director.

NON-ESSENTIAL FUNCTIONS

Performs related and miscellaneous duties as assigned.