Lead Nuclear Organizational & Leadership Development Consultant

Duke Energy Corporation•Charlotte, NC

4d•Hybrid

About The Position

The Nuclear Lead Organizational and Leadership Development Consultant serves as a partner to nuclear leaders, designing and delivering leadership and organizational development solutions that enhance leadership capability, drive organizational performance and improve employee engagement. The position supports leader and team effectiveness, leadership development, and partners with HR to execute talent processes. This role implements development strategies to ensure that leaders at all levels are equipped to lead effectively in high-reliability, safety-critical environments. The role supports organizational excellence and contributes to improved performance by strengthening leadership capability and alignment; proactively managing development to positively impact workforce/employee engagement.

Requirements

Bachelors degree
5 years related work experience

Nice To Haves

Masters degree in Organizational Development, I/O Psychology, or related field
In addition to desired degree, 10 years related work experience
Must have a successful track record working in a team environment and motivating employees.
Excellent communications skills are required, both oral and written.
Demonstrated leadership ability by providing professional feedback when needed.
Strong analytical skills; proficient in working in and across organizations
Presentation, facilitation skills in OD, LD or Training
Must be proficient with Microsoft Office Software.

Responsibilities

Strategic Leadership Development Partner with corporate and site leaders, and HR to assess leadership capabilities, identify development needs, and align initiatives with organizational priorities and continuous improvement objectives.
Design, facilitate, and evaluate leadership development programs that address current and emerging challenges.
Consult on leadership best practices, leadership competencies, and organizational development practices.
Leverage industry resources to support continuous improvement through resources, networking and benchmarking.
Participate in industry working groups as needed.
Organizational Development Lead organizational assessments to diagnose performance gaps, culture strengths, and areas for improvement, and provide recommendations.
Facilitate strategic planning sessions, cross-functional leadership discussions, and change management initiatives that improve organizational effectiveness.
Support Knowledge Transfer & Retention (KT&R) actions and leadership accountability; collaborating with the site leadership team to ensure actions and outcomes are met, with the ties to development of high potential talent and organizational readiness.
Partner with leadership to customize and implement new leader and team transition plans in effort maintain organizational stability.
Identify and raise potential fleet-wide trends, vulnerabilities, or common gaps for resolution and continuous improvement.
Facilitation & Coaching Facilitate leadership and conflict resolution strategy discussions with tact and objectivity.
Provide leadership coaching, focusing on leadership behaviors, trust-building, accountability, and effective team dynamics.
Conduct observations of leader behaviors during various leader and employee interactions; providing actionable feedback that reinforces desired behaviors and addresses gaps.
Engagement & Influence Build and sustain relationships with internal stakeholders and industry peers to share best practices and ensure alignment with industry benchmarks.
Accendibility, industry expertise, and data-driven insights to influence leaders at all levels, fostering decisions and actions that strengthen leader capabilities and encourage desired leader behaviors.
Assessment & Improvement Development Tools Develop and maintain metrics to track the impact of leadership and organizational development efforts on development programs and employee engagement.
Create and promote the use of development tools and resources with leaders.
Implement assessment strategies to identify teamwork, leadership, and organizational behavior gaps.
Establish and maintain effective working relationships with fleet counterparts to improve OD programs and to achieve fleet-wide excellence in performance.