Organizational Development Specialist

STCU•Liberty Lake, WA

15h•Onsite

About The Position

The Organizational Development Specialist partners with the Organizational Development Strategist and HR leadership to strengthen leadership effectiveness, employee engagement, and performance across the organization. This role owns individual contributor development and coaching programs while also contributing to broader organizational and leadership development initiatives, including supporting enterprise curriculum and developing content and programs informed by organizational trends. Through a consultative approach, this position facilitates programs, coaches employees and leaders, responds to coaching questions related to delivered content, and addresses engagement and performance gaps to advance organizational culture and strategic goals.

Requirements

Bachelor’s degree in organizational or leader development or directly related field or equivalent experience required.
Minimum of five years of progressive experience in leadership, coaching, and employee development, or a combination of leadership experience and learning and development experience required.
At least two years of experience facilitating training, workshops, or development programs for groups required.
Demonstrated ability to influence and support leaders and apply practical leadership experience to design and deliver development programs, support organizational initiatives, and facilitate change.
Experience creating and delivering learning experiences aligned with organizational goals.
Working knowledge of adult learning principles, organizational development practices, and professional coaching methodologies.
Proficiency with Microsoft Office Suite, learning management systems, and online learning tools with ability to learn new technologies and applications quickly.
Proficient knowledge of MS Office programs including Outlook, Word, Excel and Teams.
Skilled in conducting learning and performance needs analysis, designing development solutions, and partnering with stakeholders to support individual contributor and leadership growth, with a demonstrated ability to lead without authority and build credibility.

Nice To Haves

Enneagram or ATDP Certification preferred.

Responsibilities

Build and maintain effective relationships with leaders at all levels and enterprise stakeholders by demonstrating subject matter expertise in individual contributor development and leadership practices, and by designing and developing curriculum and programs that address organizational needs and engagement trends.
Maintain best-in-class employee engagement and development by owning, facilitating and developing individual contributor programs, including in-person and virtual learning sessions focused on coaching skills, communication, team effectiveness, collaboration, change management, and the Cohort Mentoring Program.
Support organizational leadership effectiveness by partnering with the Organizational Development Strategist on leadership development and leader coaching programs, such as the Leader Transition Program, Enneagram-based development, Strategic Mentoring Program, and Succession Program. This includes contributing to curriculum design, facilitation, and reinforcement strategies that address leadership capability and performance gaps.
Drive the growth and effectiveness of all organizational leaders by supporting and contributing to the implementation of the People Plan, with a focus on strengthening leadership behaviors through coaching, development tools, and practical reinforcement strategies.
Collaborate with cross-functional teams, including HR, Talent Acquisition, Learning and Development, and business leaders to ensure alignment of leadership and individual contributor development initiatives with organizational goals and objectives.
Track and analyze key metrics and feedback related to individual contributor development, leadership initiatives, performance improvement, and employee engagement to assess program effectiveness and relevance. Use findings, including participant feedback and evolving organizational needs, to evaluate and refine content and delivery, and make recommendations to the Organizational Development Strategist to support continuous improvement aligned with organizational goals and industry best practices.