Senior Director of Organizational Development

Volunteers of American Greater New York•New York, NY

1d•Hybrid

About The Position

The Senior Director of Organizational Development (OD) plays a critical leadership role in advancing a culture of continuous learning, leadership excellence, and staff development across the organization. This position is responsible for designing and implementing strategies that build a learning organization—enhancing leadership capability, fostering employee growth, and embedding learning into the day-to-day operations of a dynamic human services nonprofit. As Senior Director of Organizational Development, you will play a central role in shaping the future of our workforce and the quality of care we deliver to the communities we serve.

Requirements

Bachelor’s degree required, with a strong preference in Organizational Development, Human Resources, Social Work, Psychology, or related field.
Minimum 8–10 years of progressive experience in organizational development, talent management, or learning and development, preferably within a human services or mission-driven organization.
Demonstrated success in designing and implementing leadership development programs.
Experience leading cultural or change management initiatives in a complex, multi-site organization.
Strong facilitation, coaching, and relationship-building skills.

Nice To Haves

Master’s degree in Organizational Development, Education, Social Work, or related field.
Certification in coaching, instructional design, or leadership assessments (e.g., EQ-i, DiSC, MBTI, Predictive Index).
Experience working with frontline human services staff and a deep understanding of nonprofit or social impact work.

Responsibilities

Strategic Leadership & Organizational Learning
Lead the development and execution of a comprehensive organizational development strategy aligned with the agency’s mission and strategic goals.
Champion the principles of a learning organization, including systems thinking, continuous feedback, reflection, and shared learning.
Collaborate with executive and program leadership to align learning and leadership development efforts with service delivery excellence.
Leadership Development & Succession Planning
Design and implement leadership development pathways for emerging, mid-level, and senior leaders.
Facilitate 360-degree feedback, coaching, and leadership assessments (e.g., Emotional Intelligence, Predictive Index, MBTI).
Develop succession planning tools and processes to strengthen leadership pipelines across the agency.
Learning & Talent Development
Oversee the design and delivery of staff training programs focused on supervisory development, trauma-informed leadership, change management, and DEI-informed practice.
Establish frameworks for peer learning, mentoring, communities of practice, and knowledge transfer.
Measure training outcomes and use data to continuously improve learning interventions.
Change Management & Organizational Culture
Serve as a thought partner and coach to leaders during organizational change initiatives.
Support efforts to strengthen a values-driven culture focused on service quality, staff empowerment, and accountability.
Facilitate cross-functional conversations that promote innovation, team collaboration, and system improvements.
Evaluation & Impact
Develop metrics and feedback loops to assess the effectiveness of OD strategies.
Use employee engagement, performance, and quality data to inform continuous learning and leadership investments.
Report regularly on outcomes, trends, and impact to executive leadership.
Perform other related duties as requested.