Assistant Director, Organizational Development

Breaking Ground•New York, NY

10d•Hybrid

About The Position

Reporting to the Senior Director, Organizational Development (OD), the Assistant Director, Organizational Development is a leader on the Human Resources team that will be responsible for assisting with large and small, cross-functional initiatives and special projects that have the ability to gain efficiencies, accelerate and transform our processes and procedures, document standard operating procedures, facilitate metrics definition, improve reporting, and tackle unique workplace challenges. This role supports the design, implementation and evaluation of programs that enhance organizational effectiveness, culture, leadership capacity, and employee engagement. Contributing to the design and delivery of leadership development programs, workshops and learning solutions, the Assistant Director is responsible for planning, developing, and implementing and or facilitating learning, development, and training programs for all employees. They will facilitate initiatives across the organization. The Assistant Director manages a team of Trainers, Learning and Development and other direct reports who support organizational objectives. The Assistant Director has a record of strategic thinking, influence, change management, diplomacy, and rapid execution. This role offers a tremendous opportunity for creativity, innovation, and thought leadership. Further, there is a reasonable expectation of expansion of special projects and responsibilities to scale with organizational growth.

Requirements

5+ years of experience in Organizational Development, Learning and Development, Human Resources, or related areas
Experience facilitating workshops or training sessions
Experience supporting change management initiatives
Bachelor's degree in Human Resources, Organizational Development, I/O Psychology, Business Administration, or related field, or equivalent experience required
Exceptional project management capabilities
Experienced in interpreting data, metrics and analytics to help develop insights that tell stories, guide decisions and measure impact
Adapts to and thrives in ambiguous and rapidly evolving situations, all while seamlessly navigating between strategic, operational, and tactical levels
Team player with demonstrated experience working in a collaborative service driven environment
Exceptional people, systems development, implementation, and project management skills
“Roll-up your sleeves” mentality with persistence to achieve outcomes
Must have superior Microsoft office skills including report development and presentation
Aptitude for technology integration
Strong detail orientation
Excellent initiative, work ethic, and creativity
Ability to be flexible to rapidly changing needs
Collaborative and relationship-oriented
Proactive and resourceful
Comfortable with ambiguity Strong interpersonal and influence skills
Continuous learners with a growth mindset

Responsibilities

Support change management initiatives, including communication plans, stakeholder engagement, and training support
Play a crucial role in helping to manage existing and implementing new talent and leadership development programs and processes
Manage or coordinate internal and external training programs, including vendor management and logistics
Help to lead, manage and deliver organization wide organizational development initiatives according to priorities to align on business and organizational objectives
Collaborate with internal communications to improve employee awareness and alignment.
Work closely with the Senior Director on research, development and implementation of our talent and organizational development needs
In partnership with Senior Director this role is designed to align performance management objectives and strategy to organizational performance philosophy, and annual performance evaluation to enhance the performance management processes, tools, training and reporting
Assist with documenting Human Resources processes and standard operating procedures
Leverage data points, metrics and analytics to provide senior leadership with insight to inform decisions and evaluate initiative and department effectiveness
Partner with Human Resource leadership by providing regular updates and providing information on key decision points
Assist with conducting needs analyses to determine learning needs, and any gaps, based on projected competencies, career pathing, and organizational changes
Assist with creating, implementing, and managing impactful, learning programming and curriculum for organization wide
Actively promote professional development for all staff
Partner across departments and disciplines to drive employee engagement initiatives
Perform other duties as assigned