Organization Development and Learning Specialist

Bronson Healthcare

4d•Hybrid

About The Position

Serves as a role model, consultant, change agent, and facilitator in assessing learning and development needs for management and staff in support of increased effectiveness at the individual, team, and/or organizational level. Works collaboratively with all members of the healthcare team as a learning strategist, business partner, project manager and professional specialist. Represents institution in community and professional development activities. Adopts and utilizes available learning technologies to provide engaging and equitable learning experiences that meet the needs of all employees. Committed to continued growth and development to advance and refine their own skills and competencies. In addition, this role contributes to the effectiveness of organizational development and engagement efforts by translating people data into insight, designing evaluation strategies, and demonstrating the impact of OD interventions.

Requirements

Bachelor's degree in Organization Development, Human Resources Development, Industrial Organizational Psychology, Education, or related field required
3 years of corporate training and or organizational development/consulting experience required
Demonstrated experience as a facilitator and trainer working with both large and small groups of adult, skills and knowledge in organization development, leadership development, change leadership, coaching, project management, instructional design, learning evaluation and data analysis
Demonstrated ability to synthesize quantitative and qualitative data across multiple sources (e.g., engagement results, turnover, experience data, leadership metrics) to identify patterns, root causes, and implications for OD intervention.
Experience designing or applying evaluation strategies to assess the effectiveness and impact of organizational development or engagement initiatives.
Must be skilled in Microsoft Office Suite and comfortable with collaboration software such as Microsoft Teams, Zoom Meetings/Webinar or Skype.
Experience and expertise in using eLearning authoring and data visualization tools such as Articulate 360, Adobe Captivate, Camtasia, and Power BI
Experience using and maximizing Learning Management Systems in an organizational setting, knowledge of Workday is a plus.
Must be able to deliver effective presentations and classroom facilitation to small and large groups both virtually and in- person.
Must demonstrate excellent human relation skills, problem solving and assertiveness.
Must be comfortable collaborating with internal customers at all levels, including Executives and Physician leaders as well as front line staff and new employees.
Must have a strong customer service orientation.
Must demonstrate leadership and organization skills including the ability to work independently, take initiative and to lead projects and project teams.
Must demonstrate a positive attitude.
Must be able work in and cope with a changing environment.
Must demonstrate flexibility.
Must demonstrate team-building skills.
Must build trust
Must work collaboratively with partners and stakeholders.
Must leverage diversity and demonstrate inclusive behaviors.
Must have excellent communication skills in all areas: verbal, written, phone
Must demonstrate strong business acumen
Must model a commitment to personal development
Work which produces levels of mental/visual fatigue which are typical of jobs that perform a wide variety of duties with frequent and significant uncontrollable deadlines.
Work may include the operation of and full attention to a personal computer or CRT up to 40 percent of the time.
Involves considerable standing or walking, regular lifting of light-weight objects (i.e., 20 pounds or less) and assisting with heavier tasks such as assisting in lifting and moving patients.
Minor straining or fatiguing positions must be assumed, and some fatiguing physical motions are required.

Nice To Haves

Master's degree in Organization Development, Human Resources Development, Industrial Organizational Psychology, Education, or related field preferred.
Equivalent work experience will be considered
Professional certifications (e.g. SPHR, ASTD programs, DDI, MBTI, etc.) preferred

Responsibilities

Design, deliver, and evaluate learning strategies and technologies
Develop and implement comprehensive evaluation strategies utilizing multiple data sources and metrics to measure learning, engagement, and organizational effectiveness.
Assess and identify learning needs of staff via strategic plan areas of focus, surveys, interviews, focus groups, etc.
Summarize assessment data, conduct additional research as needed and make recommendations based on the data.
Develop learning approaches to meet identified needs based on adult learning principles and audience needs.
Facilitate virtual and in-person sessions for small and large groups for all levels of the Organization.
Evaluate effectiveness and appropriateness of learning and make changes as needed.
Coach others to support learning.
Provide consultation and coaching services to ensure implementation of learning
Design and lead evaluation strategies for OD and engagement interventions, including defining success metrics, identifying leading and lagging indicators, and assessing effectiveness over time
Synthesize multiple people‑related data sources (e.g., engagement surveys, regrettable turnover, exit data, leader effectiveness, experience insights) to identify patterns, root causes, and priority focus areas for OD intervention
Translate data insights into clear, actionable recommendations that inform OD intervention design, sequencing, and resource allocation
Partner with Experience Analytics and other enterprise data teams to interpret findings through an OD and behavior‑change lens, ensuring insights are applied to organizational and leadership development strategies
Develop concise impact summaries or narrative briefs that communicate the outcomes and value of OD and engagement initiatives to leaders and stakeholders.
Support leadership competency model development, deployment and ongoing enhancements.
Assess and identify learning needs of leadership team
Design leadership development resources and experiences for all levels of leadership.
Plan educational offerings/programs.
Assist content experts (internal or external) in planning, developing, delivering and/or evaluating offerings.
Evaluate effectiveness and appropriateness of leadership offerings/programs.
Regularly update and refresh content based on changing needs and evaluation of outcomes.
Develop a wide variety of developmental activities matched to different levels of leadership in the organization
Facilitate and support the new leader orientation and onboarding experience
Support team and organization wide change efforts.
Demonstrate OD consultation practices (e.g., assessment, diagnosis, feedback, intervention, evaluation) with emphasis on diagnosis, data‑informed design, and evaluation of outcomes.
Partner with teams to facilitate action learning in support of goals linked to the Bronson strategic plan.
Utilize patient satisfaction, employee opinion survey data in support of team-based work.
Support efforts to improve individual, team and organizational performance.
Support organization talent management strategies and projects.
Provide individual coaching in support of individual, team or organization wide change.
Partner with enterprise teams responsible for engagement and experience surveys to interpret results, identify root causes, and translate findings into OD and engagement strategies.
Analyze engagement survey results and develop data-driven recommendations and action plans to improve employee satisfaction and organizational culture.
Partner with leadership teams to interpret engagement data and facilitate implementation of improvement initiatives.
Coordinate and facilitate New Hire Orientation
Evaluate the effectiveness and appropriateness of New Hire Orientation (all content, delivery methods, presenters, etc.).
Make enhancements based on evaluation and/or organizational changes