Top Organizational Development Executive plans and directs all aspects of a company's organizational development function. Develops training programs, facilitates implementation of appropriate change management initiatives, and reviews current development programs to ensure alignment with company goals. Being a Top Organizational Development Executive builds the company's human capital by instilling and reinforcing a strong employee development culture with programs supported by management. Defines and collects key performance metrics to enable accurate and valid measurement of workforce performance and to identify areas for improvement. Additionally, Top Organizational Development Executive develops and leads the organizational development professional staff. Requires broad and current knowledge of organizational development methods. Requires a bachelor's degree. Typically reports to top management. The Top Organizational Development Executive manages a business unit, division, or corporate function with major organizational impact. Establishes overall direction and strategic initiatives for the given major function or line of business. Has acquired the business acumen and leadership experience to become a top function or division head. (Copyright 2024 Salary.com)
The Senior OD Consultant will plan, implement and evaluate large-scale change efforts by partnering with clients in determining improved organizational strategies, business processes, organization structure, roles, and responsibilities. Success requires being a team player within the office of OD&T as well as excellent in working collaboratively with clients in management coaching, leadership development, strategic planning, change management, and team development, Provides management development through cohort training and when consulting projects suggests training as a solution. Acts as a consultant to client managers to assist in the resolution of problems through organization development interventions. The Senior OD Consultant will analyze with senior and mid-level leaders to improve the performance of departments, work groups, and individuals. Analyzes impediments to excellence in performance, service, behavior, and culture and proposes strategies and tactics to address failings. Strategies and tactics include leading retreats with management, facilitating focus groups and work groups in identifying problem causes and solutions, management coaching, training, and further assessments and analysis.
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