Director of Organizational Development

INTER-STATE STUDIO & PUBLISHING CO•Sedalia, MO

4d•$120,000 - $150,000•Onsite

About The Position

Inter-State Studio is a family-owned school photography and yearbook company that has been successfully serving schools for over 90 years. By listening to the needs of our customers and utilizing the latest technologies, we pride ourselves on providing high-quality school portraits and yearbooks with affordable pricing and excellent service. As the organization continues to evolve, we are investing in the leadership capability, culture, systems, and talent practices needed to support our next chapter of growth. The Director of Organizational Development will serve as a strategic leader responsible for strengthening organizational effectiveness, leadership development, talent strategy, employee engagement, and culture. This role will partner closely with executive leadership and ownership to help build a high-performing, values-driven organization where leaders are aligned, employees are engaged, and people practices support business priorities. This is a highly visible role for someone who is both strategic and practical — a leader who can think enterprise-wide, build trusted relationships, and translate ideas into simple, actionable tools and practices that help leaders and teams perform at their best.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, or related field required; master’s degree preferred
8+ years of progressive experience in human resources, organizational development, talent development, people strategy, or related leadership roles.
Demonstrated expertise in organizational development, leadership development, culture, employee engagement, change management and organizational effectiveness.
Experience supporting organizations of 500+ employees.
Experience in multi-site, distributed, or operationally complex environments preferred.
Experience implementing Predictive Index or similar behavioral, talent, or leadership assessment tools preferred.
Demonstrated success leading enterprise-wide organizational change or development initiatives.
Strong ability to influence senior leaders and build credibility across all levels of the organization.
Strong project management, program design, facilitation, coaching, communication, and analytical skills.
Experience using HR, engagement, performance, or business data to inform decision-making and measure impact.

Responsibilities

Develop and lead a holistic people and organizational development strategy aligned with the company’s vision, values, and business priorities.
Champion initiatives that strengthen culture, employee engagement, accountability, and leadership alignment.
Serve as a trusted advisor to senior leaders on people, leadership, culture, organizational effectiveness, and change-related matters.
Lead enterprise change management efforts that support growth, transformation, continuous improvement, and stronger execution across the organization.
Own the strategic implementation of the Predictive Index as a core component of the company’s talent and culture strategy, using behavioral insights to improve leadership effectiveness, team dynamics, hiring alignment, and organizational clarity.
Create and implement leadership development programs that strengthen manager capability, executive alignment, coaching effectiveness, and accountability.
Build practical frameworks for peer learning, mentoring, communities of practice, knowledge transfer, and leadership consistency across the organization.
Coach and support leaders and managers to improve communication, decision-making, feedback, performance conversations, and team effectiveness.
Lead the vision and delivery of the company’s annual Leadership Summit, designing programming that strengthens leadership effectiveness, reinforces company culture, and aligns senior leaders around strategic priorities.
Measure learning outcomes and organizational impact using qualitative and quantitative data to continuously improve development initiatives.
Partner with talent acquisition and senior leaders to align hiring, development, and workforce planning with long-term organizational needs.
Identify high-potential talent and build development pathways that support succession readiness and future leadership needs.
Lead organizational design initiatives, including team structures, role clarity, decision rights, and workforce planning, to support long-term business strategy.
Support leaders in building stronger teams through clearer expectations, better alignment, and more intentional development of talent.
Design and lead programs that enhance the employee experience across the full employee lifecycle, from onboarding through development, retention, and offboarding.
Oversee employee engagement surveys and translate insights into practical action plans that improve culture, communication, leadership effectiveness, and the employee experience.
Promote a positive, inclusive, accountable, and high-performance work environment.
Partner with leadership to design, implement, and refine company-wide KPI and performance management frameworks tied to business objectives.
Ensure performance expectations and evaluation processes reinforce measurable results, leadership behaviors, accountability, and cultural standards.
Help leaders connect individual and team performance to broader company goals and priorities.
Develop and monitor organizational effectiveness metrics, using employee engagement, leadership effectiveness, retention, succession readiness, performance and business impact.
Use employee engagement, performance, quality, and business data to inform continuous learning and leadership investments, and organizational priorities.
Report regularly on outcomes, trends, risks, and opportunities to executive leadership.