Organizational Effectiveness Specialist (50811)

GAP SOLUTIONS INC•Cleveland, OH

3d•Onsite

About The Position

The NASA organization development and effectiveness community supports NASA organizations across the agency and at every center in subject matter expertise, advice, intervention support, and feedback/strategy to achieve congruence among organizational components such as groups, teams, individuals, and Agency teams for various projects, initiatives, and ongoing organization support. The community comprises qualified OD practitioners who have demonstrated experience and effectiveness with organization health methodologies and tools, systems theory and approaches as related to human systems and organizations, organization effectiveness analysis, change leadership, individual and team assessment tools and debriefs, and feedback methods with all levels of leaders either in the Federal Government or private sector. The contractor shall, in performance of day-to-day operations, utilize expert knowledge in the field of organization development and effectiveness to provide assessment, analysis, recommend actions, and guidance to leadership to determine the change initiatives needed to facilitate an effective and high-performing environment within the organization. Responsible for, but not limited to, interfacing with senior managers to better understand organizational dynamics and actual or proposed changes to develop processes, training programs and tailored support designed to improve the ability to successfully execute immediate organization, division, directorate, Enterprise or Center requirements and goals, and minimize productivity losses that may result from organizational change. The contractor shall provide subject matter expertise in areas related to organization transformation and related leadership and stakeholder-enabling planning. The contractor will partner with civil servant OD Practitioners, HR Business Partners (HRBPs), and Executive Services Business Partners (ESBPs) to deliver services in an ongoing manner with client organizations. Position Objective: Provide services as an Organizational Effectiveness Specialist in support of the overall functions of NASA/NASA Enterprise-Wide Human Capital Support Services (NEHCSS). The principal purpose of NEHCSS is to provide enterprise-wide human capital support and related services in support of NASA’s Office of the Chief Human Capital Officer (OCHCO) across multiple NASA Centers.

Requirements

Graduate studies in related field of study, or bachelor’s degree in appropriate area of specialization (e.g , management or organization management), with 2 - 5 years of directly related experience
Change management and/or organizational design highly desired
Ability to communicate effectively, orally and in writing, with non-technical and technical staff
Detail-oriented and possess strong organizational skills with the ability to prioritize multiple tasks and projects

Nice To Haves

Experience using the following tools at NASA or anywhere else: Integrative9 (iEQ 9) Enneagram Dominance, Influence, S teadiness, and Conscientiousness (DISC)
Change Management Certification (Project Management Institute-PMI, Prosci or an acceptable equivalency as determined by the standards of the Association of Change Management Professionals (ACMP®)
The Birkman Method
Change S tyles Indicator (CSI)
Hogan Assessments
NASA Environment Matters 3 60/NASA 540 Multi-rater Feedback
S trengthsFinder
Thomas-Kilmann Conflict Mode Instrument (TKI)
Emotional & Social Competency Inventory (ESCI)
Emotional Quotient Inventory (EQ-i)
Emotional & Social Competency Inventory / 3 60

Responsibilities

Organizational Assessment and Effectiveness Conduct comprehensive organizational assessments using validated diagnostic methodologies while partnering with internal OD staff and HR Business Partners in assessment techniques
Utilize or develop organizational health indicators and measurement frameworks
Design and facilitate process analysis and recommend actions for forward work
Implement team effectiveness interventions using evidence-based approaches
Support common areas of engagement such as communication effectiveness, decision-making, accountability and responsibility clarification related to roles, and alignment of organization goals and objectives within overall NASA organizational system
Data collection, analysis, and reporting for organizational effectiveness initiatives
Change Management and Transformation Guidance Provide strategic change management expertise while building internal change capability
Co-lead transformation initiatives with internal staff taking progressive ownership
Develop change readiness assessment tools and implementation frameworks
Crisis leadership and adaptive management guidance
Stakeholder engagement and communication strategy development
Supporting Activities and Expertise Strategic planning facilitation and implementation support
Leadership development collaboration and integration
Collaborative delivery model with internal staff as co-leads progressing to independent delivery
Documentation of methodologies, tools, and best practices for organizational knowledge retention
Regular participation in team meetings, knowledge sharing, and functional community sessions
Collaborate effectively across NASA functions including leadership development, HR operations, and center-based teams
Team development: Facilitate new or existing team growth and development to achieve stated goals and expectations.
Conflict management: Facilitate difficult conversations between two or more parties in high pressure situations to enable efficient, effective, and productive working relationships and teamwork in support of NASAR s mission objectives using negotiation, intervention, and other traditional diplomatic methods. Issues concerning conduct or performance will be handled by the Government without Contractor involvement. In addition, the Contractor will not be involved in any resulting disciplinary action taken on the part of the Government.
Strategy development: Facilitate identification of visions, missions, goals, and objectives for various levels of the organization.
New Leader Transition: Facilitate transitioning from employee to supervisor/manager or new executive to an organization. This could be in the form of management consulting, mentoring, and other development recommend actions and will take place after any selection decisions have been made.
Knowledge Management: Facilitate the OCHCOR s development and deployment of tools and techniques aimed at the capture, dissemination and utilization of tacit and explicit knowledge to positively enhance organizational learning.
Succession Management: Facilitate the OCHCOR s and NASA leadership’s development and/or administration of succession management efforts aimed at ensuring appropriate development programs and tools are in place to prepare the next generation for leadership roles, taking into consideration NASAR s future workforce needs
Organization Analysis and Design: Partner with the OCHCO and members of the NASA management team to assess current organizational states and develop/design organizational constructs that reflect future goals.
Change Management/Leadership: Consult at various stages of change processes and/or large-scale transformational changes. Provide support to leaders to develop and execute change management plans, communication plans, and stakeholder analyses throughout the NASA organization utilizing current change management methodologies; Develop leader’s capabilities to lead change within their organization.