Director, Organizational Effectiveness and Leadership Development

Vanderbilt University Medical Center•2525 WEST END AVE (LOC00248), MN

2d•Remote

About The Position

The Vanderbilt Health Executive Search Team is conducting a national search for a Director of Organizational Effectiveness and Leadership Development. The Director of Organizational Effectiveness and Leadership Development is responsible for leading initiatives that enhance organizational performance, employee engagement, and strategic alignment. This role partners with senior leaders to design and implement strategies that drive cultural transformation, leadership development, change management, and continuous improvement across the enterprise.

Requirements

Bachelor's Degree
10 years of experience

Nice To Haves

Experience working with and planning strategy for Workday Talent Modules.
Experience with Qualtrics platform strategy, design, and deployment, including multi-entity or country roll-outs.
Previous leadership experience (this role will initially lead 2-5 employees and manage vendor relations).
Change leadership background and structured approaches.
Strong leadership development experience.
Expertise in creating and executing executive development and coaching frameworks.
Experience building first-time front-line management programs.
Experience designing and implementing organizational surveys.
A firm understanding of the 9-Box talent management framework.
Workday experience.
Experience with Talent Management, Learning, and HCM modules in Workday.
Experience with Qualtrics.
Health industry experience.

Responsibilities

Design a leadership development strategy and related programs for frontline leaders and high potential talent.
Formalize a consistent talent review and succession planning approach using Workday Talent modules.
Coach leaders on team effectiveness, communication, and strategic thinking.
Create and deliver an assessment and executive coaching strategy.
Create a meaningful employee listening strategy for onboarding, engagement, and exit.
Develop a future-focused strategy for the engagement survey cycle.
Drive initiatives that foster a high-performance, inclusive, and value-driven culture.
Lead employee engagement strategies and action planning based on survey insights.
Deliver the enterprise engagement survey and action planning process.
Lead the enterprise performance management cycle and process, enhancing the system and communications.
Align performance management with compensation for a comprehensive plan.
Establish KPIs to measure organizational effectiveness and track progress.
Use data and analytics to inform decisions, report outcomes, and improve processes and programs.