Director, Organizational Effectiveness

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

About The Position

The Director of Organizational Effectiveness is responsible for leading initiatives that enhance organizational performance, employee engagement, and strategic alignment. This role partners senior leaders to design and implement strategies that drive cultural transformation, leadership development, change management, and continuous improvement across the enterprise.

Requirements

Bachelor's (Required)
Relevant Work Experience
10 years Experience Level

Nice To Haves

Workday Talent. This leader will preferably have experience working with and planning strategy for future roll-out of Workday Talent Modules to support our Leadership Development strategies.
Qualtrics Platform. Experience with Qualtrics and/ or engagement survey platform strategy, design and deployment is preferred. This experience includes design, development and deployment of a multi-entity or country roll-out.
Team Leadership. This role will initially lead 2-5 employees and manage vendor relations for aligned platforms. In addition, informally influence key stakeholder groups across the organization. Previous leadership experience is preferred.
Change Leadership. Leverage change background and structured approaches to inform strategies for enterprise COE initiatives listed above.

Responsibilities

Collaborate with HR and across Learning & Organizational Effectiveness team to design a leadership development strategy and related programs related to frontline leaders, and high potential talent development.
Formalize a consistent talent review and succession planning approach that leverages and deploys Workday Talent modules for consistency and enterprise view of talent.
Coach leaders on team effectiveness, communication, and strategic thinking.
Create and deliver assessment and executive coaching strategy approach to be used across Vanderbilt Health.
Create meaningful employee listening strategy that results in meaningful insights across talent lifecycle (onboarding, engagement, exit).
Create future focused strategy for engagement survey cycle, including best practice external research.
Drive initiatives that foster a high-performance, inclusive, and values-driven culture.
Lead employee engagement strategies and action planning based on survey insights.
Deliver enterprise engagement survey and action planning process.
Lead enterprise performance management cycle and process.
Enhance system, communications, and incorporate best practices.
Align with compensation for comprehensive plan.
Establish KPIs to measure organizational effectiveness and track progress.
Use data and analytics to inform decisions and report outcomes to stakeholders, improve processes and programs based on feedback.