Assistant Director, Organizational Development

Strategic Consultation & Advisory

Serve as an advisor to organizational leaders and staff by offering consultative services in the following areas: change management, leadership development (including coaching, assessments, and development planning), performance excellence (covering performance management, succession planning, employee engagement, and team effectiveness), organizational design, workforce strategy, and cultural transformation.

Collaborate with senior leadership to ensure that organizational development initiatives are aligned with business objectives and strategic priorities.

Facilitate workshops and training on leadership, communication, conflict resolution, emotional intelligence, team collaboration, and soft skills enhancement.

Conduct leadership assessments and use data to create personalized employee development plans.

Identify competency gaps using assessment tools and create targeted learning interventions to address them.

• Collaborate with Human Resources to implement effective organizational development strategies such as performance management, talent acquisition, and succession planning.
• Assist management with administering Performance Plans (PIPs), ensuring consistent, clear, and fair applications that drive desired results.
• Develop objective methods to assess the effectiveness of employee relations, leadership training, and organizational development efforts, aligning them with organization performance goals.

Promote initiatives that improve workplace culture, fostering an environment where employees can thrive.

Keep abreast of advances in skill development, employee engagement, and change management disciplines, implementing best practices to elevate the organization’s development strategies.

Identify opportunities to improve internal training programs by benchmarking against best-in-class organizations and leveraging innovative learning methodologies.

• Ensure that all organizational development programs are aligned with the Fund’s mission, Collective Bargaining Agreement (CBA), and legal compliance standards.

• Bachelor’s degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Business Administration, or a related field (Master’s degree preferred).
• Minimum six (6) years of experience in Organizational Development, Leadership, Talent Management, or a related HR function required.
• Certifications in Organizational Development, Coaching, Facilitation, or Leadership Training (e.g., CPLP, SHRM-SCP/CP, Prosci Change Management, Coaching Certification) preferred.
• Proven experience in facilitating leadership development programs, soft skills training, and employee engagement initiatives.
• Experience consulting with senior leaders and HR teams on workforce development, change management, and performance strategies.
• Strong understanding of adult learning principles, instructional design, and facilitation techniques.
• Experience utilizing leadership assessment tools (e.g., DiSC, MBTI, 360-degree feedback, Strengths Finder, etc.).
• Ability to design, implement, and measure the effectiveness of leadership and employee development programs. Working knowledge of Human Resources analytics and talent development metrics to assess program effectiveness.
• Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word) and learning management systems (LMS).
• Experience working in a unionized environment and familiarity with collective bargaining agreements.