Director Talent Insights & Organizational Capability

Medstar Research Institute•Columbia, MD

45d

About The Position

The Director of Talent Insights and Organizational Capability is a strategic and analytical leader responsible for driving enterprise-wide insights and interventions that enhance organizational performance leadership effectiveness and workforce experience. This role leads the design and execution of organizational listening strategies capability assessments and change leadership consulting while enabling people technology solutions that support scalable data-driven decision-making. The Director TI&OC brings a systems-thinking mindset strong consulting skills and a passion for translating insights into action.

Requirements

Bachelor's degree In organizational psychology talent analytics HR or related field required
Master's degree preferred
10+ years in organizational development talent analytics or HR strategy roles required
10+ years Proven ability to lead cross-functional initiatives and influence senior stakeholders required
Strong analytical skills and experience with workforce data dashboards and insights platforms
Expertise in change management organizational design and leadership development.
Experience in large matrixed organizations or highly regulated industries.
Familiarity with platforms such as Qualtrics Glint Workday or SuccessFactors.
Certifications in change management (e.g. Prosci) organizational development or coaching.
Ability to translate data insights into strategic talent actions and organizational interventions.
Experience in consulting with senior leaders to interpret engagement data and drive action planning.
Strong understanding of organizational behavior employee experience and culture dynamics.

Responsibilities

Lead coach and develop a high-performing and engaged team of Organizational Effectiveness consultants fostering a culture of collaboration innovation and continuous learning.
Set clear goals priorities and performance expectations aligned with enterprise talent and organizational strategies.
Monitor team workload and resource allocation to ensure timely delivery of high-impact solutions across the enterprise.
Lead the design and implementation of listening strategies across the associate lifecycle (e.g. new associate experience engagement exit).
Analyze associate experience data by role function and level to uncover trends risks and opportunities. Make recommendations for action.
Develops and delivers meaningful reports/data visualization to internal stakeholders and translates insights into actionable recommendations for senior leaders and HR partners.
Oversees solution development for specific organizational and business problems related to strategy and business plan execution organization design governance team effectiveness engagement models workflow etc.
Partner with business and HR leaders to identify capability gaps and develop targeted interventions that are measurable over time
Provide expert consultation on change leadership strategies for system and entity transformations.
Develop toolkits training and coaching to build change agility across leadership levels.
Measure change readiness and adoption to ensure successful outcomes.
Design and lead organizational effectiveness interventions at the enterprise team and role level.
Facilitate team effectiveness diagnostics role clarity workshops and org design sessions.
Support leaders in aligning structure roles and capabilities to strategy.
Partner with HRT and analytics/reporting teams to implement and optimize people technology platforms (e.g. talent analytics engagement tools capability assessments).
Ensure technology solutions support scalable user-friendly and insight-rich experiences for leaders and associates
Lead end-to-end project management for OE initiatives including scoping planning stakeholder alignment execution and evaluation.
Develop and manage detailed project plans timelines and resource allocations to ensure on-time on-budget delivery.
Coordinate cross-functional teams and ensure alignment with broader HR and business priorities.
Monitor program performance and risks proactively resolving issues and escalating as needed.