Sr. Organization Development and Learning Consultant - Full Time - Hartford, CT

Connecticut Children's Medical Center•Hartford, CT

13d•Onsite

About The Position

The Senior Organization Development & Learning (ODL) Consultant leads multi-disciplinary projects and strategic initiatives impacting the effectiveness of leaders, teams, and the organization. S/he accomplishes this by developing the capacity of leaders, individuals, and teams to meet business objectives, with an emphasis on both enterprise level and assigned client group initiatives. The role provides strategic thought-partnership and consultation to leaders on leadership development, talent management, culture building and change management, learning, and team effectiveness to solve complex organizational problems. S/he designs and delivers strategic roadmaps, learning, development, talent management initiatives and serves as a resource to team members and leaders to promote cultural change. S/he supports the organization’s efforts to adopt and deploy consistent learning and organization development best practices to build a high performance culture.

Requirements

Bachelors degree required, in a field related to Organizational Psychology or Human Resources.
Minimum 10 years of experience in Organization Development, Learning, Leadership Development, Performance Consulting, or a related field.
Demonstrated experience as a dynamic facilitator.
Demonstrated experience as an internal consultant to executives, leadership, and staff.
Strong business acumen.
Project management experience.

Nice To Haves

Coaching certificate preferred.
Master’s degree preferred.
Health care experience a plus.
Executive coaching certification preferred.
Familiarity with personality instruments (e.g., MBTI or DISC).
Familiarity with assessments such as 360 feedback, Hogan.
Certification in off-the-shelf learning courses such as DDI or Vital Smarts.
Certification in organization development, human capital strategy, or other similar areas.

Responsibilities

Assesses and builds leadership capability at all levels of the organization using a variety of evidence-based approaches, including administering assessments and programs, and designing and delivering processes (such as succession) and learning events.
Coaches leaders at all levels of the organization and uses coaching skills to teach others how to coach individuals and teams.
Designs, develops, facilitates, and evaluates learning solutions, including alternatives to classroom instruction, drawing from current technology and adult learning research.
Takes the lead role in developing processes, infrastructure, and dashboards to ensure learning is applied and provides a measurable return on investment tied to business results and engagement.
Links plans with talent management and organization development.
Provides talent management expertise to leaders at all levels of the organization, drawing from OD theory, tools, and best practices.
Identifies barriers preventing people and teams from achieving desired performance and designs interventions to address them.
Partners with leaders to build succession plans by planning and facilitating talent calibration reviews with a horizontal view to address the future state of the organization.
Provides subject matter expertise and thought partnership to senior leaders to shape strategies and decisions that develop the organization.
Exercises initiative and latitude in assessing and building organizational capability at all levels.
Drives the design and execution of organizational development frameworks and roadmaps that address complex organizational issues.
Leads projects that improve or enhance organization effectiveness, identifying and partnering with key stakeholders for successful execution with a goal of improving operational indicators.
Serves as an expert consultant, coach, and leader of organizational change to achieve desired culture.
Builds capacity in leaders and teams to manage transition while achieving desired business results.
Develops processes, infrastructure, and reports to ensure learning is applied and provides a measurable return on investment tied to business results and engagement.
Draws from OD theory, tools, and processes to drive talent management, leadership, staff development, and organizational change.
Designs, develops, implements, and evaluates learning solutions utilizing advances in technology.
Serves as an expert consultant, coach, and leader of organizational change to build capacity to manage transition.
Has responsibility to lead projects that improve or enhance HR functionalities and takes a lead position within the larger organization to do the same, partnering with key stakeholders.
Drives the design and execution of the learning and organization development framework and roadmap.
Partners with all HR team members and serves as thought partner, influencer, and change champion.
Serves as role model for excellence in HR and Organization Development/Consulting.
Works and partners with all HR team members and serves as informal influencer.
Partners with all roles and at all levels in the organization.
Ensures projects are delivered on time, on budget, and according to established requirements with 100% accuracy and 90% customer satisfaction.
Demonstrates support for the mission, values, and goals of the organization through behaviors consistent with the CT. Children’s standards.