Director, Organizational Development and Excellence

Truth Initiative•Washington, DC

1d•$125,000 - $130,000•Hybrid

About The Position

Truth Initiative is seeking a Director, Organizational Development and Excellence to lead enterprise strategies and initiatives that strengthen organizational capability, employee growth, organizational effectiveness, learning, and change adoption. The position serves as the organization’s lead subject-matter expert in Organizational Development and Learning & Development, while also directing selected project-governance and Organizational Excellence work. This role leads organizational assessments, advises on organizational design and capability, and develops career pathways, talent-development tools, and enterprise learning programs. It oversees Truth yoU, the internal learning management system, and establishes learning standards, curricula, vendor strategy, participation measures, and program evaluation. The Director develops project-governance standards and supports selected cross-functional initiatives, leads or advises on change management and continuous improvement, and governs organization-wide standard operating procedures. The position also establishes measurement dashboards and prepares decision-ready analysis and recommendations for senior leaders. The position is based in Washington, D.C., with a hybrid schedule of three days in the office and two telework days. The salary range starts at $125,000–$130,000 per year nationally. Individual compensation decisions consider qualifications, relevant experience, skillset, internal equity, location, and certifications. The total rewards package also includes a performance bonus for eligible roles and competitive benefits.

Requirements

Bachelor’s degree required in Organizational Development, Industrial-Organizational Psychology, Learning and Development, Business, or a related field.
Minimum seven years of progressive experience in Organizational Development, Learning & Development, or talent management.
Demonstrated experience designing career paths, job families, competencies, leadership or manager development, and organizational-design solutions.
Demonstrated experience establishing project-governance practices or leading complex cross-functional initiatives.
Strong adult-learning, instructional-design, facilitation, program-evaluation, change-management, organizational-diagnosis, and workforce-analytics capabilities.
Ability to advise senior leaders, facilitate complex groups, influence without authority, and translate diagnosis into implementation.

Responsibilities

Lead organizational assessments and diagnose structural, capability, role-clarity, workflow, and team-effectiveness needs.
Advise leaders on job families, competencies, organizational capability, operating-model improvements, and organizational design.
Facilitate team-effectiveness and organizational-change interventions.
Design and maintain career paths, job families, competency frameworks, and development expectations across staff levels.
Partner with HR on talent reviews, high-potential development, retention strategies, and performance-system improvement.
Create tools that help employees and managers understand advancement requirements, development opportunities, and lateral career options.
Develop and execute an enterprise learning and talent-development strategy aligned with strategic business priorities and employee feedback.
Design and oversee leadership development, manager training, professional-development, mentoring, coaching, and skills-building programs.
Lead Truth yoU, the internal learning management system, and establish learning standards, curricula, vendor strategy, internal approaches, participation measures, and program evaluation.
Assess learning needs and measure capability, behavior, adoption, and organizational outcomes.
Develop and maintain enterprise project-governance standards, templates, dashboards, decision logs, risk and issue tracking, dependency management, and lessons-learned practices.
Support prioritization and governance of selected organizational effectiveness and improvement initiatives and cross-functional initiatives.
Facilitate project reviews, clarify ownership and decision rights, and escalate barriers requiring leadership action.
Coach project owners and teams on planning, execution, stakeholder management, risk, measurement, and sustainability.
Lead or advise on change strategies, stakeholder analyses, readiness, adoption, reinforcement, and sustainability.
Facilitate cross-functional process-improvement and continuous-improvement initiatives from diagnosis through implementation and measurement.
Integrate organizational development and learning solutions into enterprise transformation and improvement work.
Lead governance for developing, reviewing, approving, storing, maintaining, and periodically updating organization-wide standard operating procedures.
Create consistent SOP templates, ownership standards, repositories, version control, and review cycles with process owners.
Establish baselines and dashboards for career development, learning, succession, leadership capability, organizational health, project delivery, and program outcomes.
Prepare decision-ready analysis and recommendations for senior leaders across functions.
Use employee feedback, workforce data, business priorities, and external practices to prioritize organizational development and organizational-effectiveness investment.