Senior Organizational Development Consultant

Job Category:

Human Resources

Work Shift/Schedule:

8 Hr Morning - Afternoon

Northeast Georgia Health System is rooted in a foundation of improving the health of our communities.

About the Role:

Job Summary

The senior organizational development consultant provides guidance and advice to improve business efficiency, enhance operations, drive profitability, guide communications, and improve individual and team performance. The senior OD Consultant provides consultation in organization design, change management, organization development and organization change initiatives that address the organization's goals and strategies. Provide expertise and guidance to solve organizational issues and help the business run effectively. Develop strategic, operational and tactical solutions that balance organizational goals with personnel retention through a focus on human capital and organizational psychology. Plans, develops, implements and evaluates organizational leadership and employee development programs and services. Leads organization-wide cross functional teams. Provide project updates to senior team.

Minimum Job Qualifications

• Licensure or other certifications:
• Educational Requirements: Masters Degree is Organizational Development, Industrial Psychology, Human Resource Management, Leadership Development, Education, Business Administration or Related Field.
• Minimum Experience: Seven (7) - ten (10) years leadership development, strategy development, data analysis, needs assessment, leadership coaching at all levels, adult facilitation and solutions in leadership and organizational development.
• Other:
  
  

Preferred Job Qualifications

• Preferred Licensure or other certifications: Certifications in 3 of 5 areas for example, DISC, Crucial Conversations, EQ, Prosci Change Management, other leadership assessments.
• Preferred Educational Requirements:
• Preferred Experience:
• Other:
  
  

Job Specific And Unique Knowledge, Skills And Abilities

• Solid knowledge of what tools can be effectively during specific phases of the change management process and knows how to utilize these tools to achieve the most significant gain in organizational capability.
• Ability to assess which factors need intervention and identify and design approaches to help a team, department, service line or organization to achieve greater effectiveness.
• Able to resolve issues and propose solutions to resolve issues such as limited resources, competing priorities, engagement of key stakeholders or leadership support.
• Strong interpersonal skills to effectively communicate with cross functional teams, including staff at all levels of the organization. Build and maintain trusting relationships. Proactively create a network of contacts to effect change.
  
  

Essential Tasks And Responsibilities

• Research, data collection, analysis and presentation of results to leadership teams.
• Leadership development - assist with leadership development program. Designs and teaches classes as requested.
• Change management. Works with leaders and teams to implement successful change. Uses OD processes to facilitate change, diagnosis, collect data, provide feedback, create interventions and implement and evaluate the impact on staff and leaders.
• Education and training. Develops and teaches classes as requested. Provides education to the organization about OD functions and services.
• Instructional design - Design appropriate learning strategies and products through identification of learning objectives and subsequent content development to support the objectives in a variety of formats.
• Teambuilding and group facilitation - provides teambuilding and group facilitation to select areas to improve engagement and operations. Utilizes team effectiveness theory and best practices to assess, plan, design, implement and evaluate team development activities based on individual, group and organizational needs.
• Liaison services - interfaces with other departments and leaders to build coalitions to improve overall efficiencies to improve operations, employee engagement and strategic goals. Collaboration with Human Resources Business Partners to follow up on climate assessments and assist leaders with developing employee engagement improvement plans. Will be a vital resource in gathering information to develop scalable OD interventions.
• Process improvement - seeks opportunities to improve operations. Provides OD interventions and solutions that lead to success change implementation.
• Strategic, operational and action plan development to support strategic intent of the 5 Pillars. Helps leaders cascade Pillar goals to individual team members.
• Assessment and leadership coaching. Assist leaders in understanding how strategies, structures, systems and people interactions impact the system and affect business outcomes.
• Analyzes risk and creates mitigation plans. Supports a broad range or projects, programs and interventions across the system.
• Decision support activities. Integrate key NGHS initiatives, for example, HRO, Quality/Safety, Quest for Excellence, Error Presentation, Communicate with Heart, into classes.
• Cultural assessment - conduct cultural assessments and provide summary. Works with leadership on recommendations.
• Guide and support organizational engagement activities - assist with Advisory Councils. Coordinates engagement activities with Safety/Quality and Patient Satisfaction.
• Serves as an internal consultant by leading internal clients by exploring presenting problems and collaboratively deciding on a course of action based on solid empirical data and best processes. Is a trusted advisors to leaders.
• Analyze operations, processes, management and leadership to identify areas of improvement including structure, policies, processes, learning, and personnel actions.
• Provide advice, guidance, and oversight to executives, human resource departments, managers and leaders, regarding conditions that may impact strategic, operational and action plans and goals.
• Lead organizational change plans, activities and restructuring efforts to ensure allocation of resources, personnel and methods are best employed to increase cross-functionality and interdepartmental cooperation.
• Educate and train staff using a variety of modalities to provide for individual and collective development of human capital. Provide individual and group assessment, coaching, and skills enhancement in order to advance personal and organizational goals.
• Develop plans, design curricula, facilitate meetings and advisory sessions, guide internal and external messaging and communications, measure the impact of programs and efforts that improve organizational effectiveness, employee engagement and customer satisfaction.
  
  

Physical Demands

• Weight Lifted: Up to 20 lbs, Occasionally 0-30% of time
• Weight Carried: Up to 20 lbs, Occasionally 0-30% of time
• Vision: Heavy, Constantly 66-100% of time
• Kneeling/Stooping/Bending: Occasionally 0-30% of time
• Standing/Walking: Frequently 31-65%
• Pushing/Pulling: Occasionally 0-30% of time
• Intensity of Work: Constantly 66-100%
• Job Requires: Reading, Writing, Reasoning, Talking, Keyboarding, Driving
  
  

Working at NGHS means being part of something special: a team invested in you as a person, an employee, and in helping you reach your goals.

NGHS: Opportunities start here.

Northeast Georgia Health System is an Equal Opportunity Employer and will not tolerate discrimination in employment on the basis of race, color, age, sex, sexual orientation, gender identity or expression, religion, disability, ethnicity, national origin, marital status, protected veteran status, genetic information, or any other legally protected classification or status.