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0-5 years of experience
Designed, develop, facilitate and evaluate leadership development curricula and training programs
- Acted as consultant for target team-based development services and team interventions
- Provided performance coaching up to mid-management level
- Collaborated with HR partners and service line leaders to establish and execute strategic plans that increase effectiveness of current organizational systems, dynamics, culture, competencies, management and related practices
- Established and cultivate strategic partnerships with all levels of Vidant Health employees and leaders.
0-5 years of experience
Designed, developed and delivered training: performance management, quality system, safety, trade secret/intellectual property, cleanroom and lean concepts. Led organizational development initiatives to promote company growth.
- Reduced engineering skills gap. Worked with engineering management to identify and define key technical capabilities and processes, identify current talent (SMEs and SMEs in-training) and create plans for shoring up gaps. 10 of 22 SME forums to be implemented in 2014. Individual development plans in place.
- Implemented internship program as a part of an effort to build the company brand – gained management buy-in for a structured program including orientation, mentoring, brown bags, intern presentations and evaluation. Created and delivered training and tools for managers, mentors and interns.
- Brought lean concepts to mid-management teams through book study groups on The Goal by Eli Goldratt – to reduce inventory and increase efficiency.
- MN Heartwalk co-chair for LRM – record employee turnout with over 200 participants, brought together employees from newly integrating companies – Lake Region and Accellent – to support this worthy cause. Raised $27,000 for American Heart Association.
0-5 years of experience
- Planned, redesigned and successfully launched the INTEGRIS Leadership Institute website. Strategic and successful administration of the website and all HRILI inquiries.
- Monitored and evaluated OD programs to align with strategic plan, departmental and organizational goals such as patient satisfaction, retention and engagement.
- Successfully developed the curriculum and instructional design of several INTEGRIS Leadership learning events.
- Redesigned the satisfaction and learning impact surveys to improve assessment reliability.
- Designed and deployed the Recognition & Praise Program. Program was designed to emphasize on INTEGRIS core values, increase engagement and employee satisfaction. Nearing 5,000 visitors per year with an average of 400-500 kudus sent monthly.
- INTEGRIS Leadership Institute faculty member and INTEGRIS Leadership LMS and calendars coordinator.
- Aligned and collaborated with business partners to strategically develop leadership, team development, and relevant workforce competencies.
- eLearing – Advanced the team to use adobe articulate for eLearning in order to improve and maximize authoring efficiencies, learning engagement and knowledge retention.
- Designed and implemented the INTEGRIS MentorLearner program to augment critical competencies development and improve retention and patient satisfaction.
0-5 years of experience
- Managed development of high-potential rotational program for recent college graduates
- Executed gap analysis at senior leadership level for development and succession planning
- Conducted leadership/talent surveys and facilitated feedback meetings for key managers
- Managed data gathering, assessment, and analysis initiatives for organizational wide talent development surveys from the Corporate World Headquarters for local manufacturing plants and 32 global locations
- Created and delivered Instructor Lead Training and Web Based Training and over 20 global locations for salaried and hourly staff
- Implemented training strategy and executed training delivery in developing new hire (onboarding programs), leadership curriculums, and compliance courses
- Successfully utilized a continuous improvement model for updating training development logistics and end-user training materials
- Led job description mapping project to align job codes, responsibilities and job titles world-wide
- Leveraged 360 assessments from executive leadership to improve organizational leadership alignment
0-5 years of experience
Serve as an internal consultant and strategist helping IT, Investments, HR, Compliance, Accounting/Payroll, Global Trade Operations, Marketing, Sales, and Facilities to tackle strategic challenges
- Design, develop, and facilitate leadership courses, mentorship programs, change management initiatives, needs assessment, global on-boarding and strategic team sessions
- Serve as the global program manager for leadership development in U.S., London, Japan, Hong Kong, Singapore and Taipei
- Establish KPIs for team and leadership coaching while established an 81% success rate in helping leaders take the appropriate actions towards accomplishing objectives
- Create organizational development reports to help leaders understand how the company culture is impacting business objectives using several data points with recommendations
- Help leaders and teams navigate an international merger using change management coaching, strategic team sessions, and organizational psychology best practices
- Work strategically with the executive team to ensure leadership development is strategic and relevant to organizational objectives
- Partner with leaders to help build teams, create efficiencies, and establish cultural anchors for actionable success
- Utilize several tools such as DiSC and Strengths Finders to identify cultural gaps and strengths as they relate to accomplishing KPIs
- Design and execute global on-boarding and orientation program to connect new members to the vision of the firm
- Training recognized as “Best in class” at the 2017 LEAD Awards for Executive coaching, New leader-leadership programs, and Best use of team interventions
0-5 years of experience
- Acquire new business to provide advice and support aimed at building organizational effectiveness, increased levels of engagement and retention, responsiveness to organizational needs, enhanced team effectiveness, and high quality outcomes.
- Assist in the design, development and implementation of the framework, tools and processes to build effective teams, organizations and address business issues.
- Perform research and needs analysis for training programs; assist in the production of training materials.
- Provide a company-wide performance and development system and other tools that build organizational capabilities; provide coaching, facilitation, team development, and organizational development services.
0-5 years of experience
- Organizational Development Specialist
- Training Specialist
- Exit Interview Data Manager
- New Employee Onboarding Program Manager
Organizational Development Specialist Duties and Responsibilities
An organizational development specialist’s daily duties and responsibilities can change from employer to employer, but certain core tasks remain the same. Based on our review of job ads, some of these tasks are:
Research and Analyze Data Organizational development specialists conduct research and analyze data in relation to the alignment and success of company goals, which includes identifying skill gaps and developing critical feedback on implemented training programs.
Create and Conduct Surveys Organizational development specialists create relevant surveys that help evaluate the effectiveness of training and identify ways to enhance efficiency and adaptability within the organization.
Track and Report Progress As part of keeping key company stakeholders apprised of all developments, organizational development specialists communicate progress and challenges as they relate to the company’s vision and goals.
Design and Implement Training Materials With performance improvement in mind, the organizational development specialist designs and implements a variety of initiatives, action plans, programs, and training materials that employ e-learning, virtual learning, site-based training, assessments, or other solutions.
Organizational Development Specialist Skills and Qualifications
Organizational development specialists are dedicated to the personal growth and development of the people in a company. Employers also seek applicants with these abilities:
- Organization skills – because the key duties of an organizational development specialist are focused on improving a department or company’s efficiency and effectiveness, the ability to organize data and plan for the future is key
- Analytical thinking – analyzing various forms of data, from survey results to training program assessments, to create the best strategies possible is a core skill
- Problem-solving skills – different companies, and each department within, have different organizational and training needs. If a strategy results in little or no success, the organizational development specialist must be able to troubleshoot why and devise an alternative strategy
- Attention to detail – dealing with a combination of people and the data related to them requires someone who pays attention to details. Overlooking certain pieces of data can be detrimental to overall results
- Interpersonal skills – as an influencer who strives to help others develop and grow, an organizational development specialist needs strong interpersonal skills to gain the trust of the employees intended to benefit from their expertise
- Collaboration – the ability to actively engage and collaborate with everyone, from internal stakeholders to business partners to external consultants, is critical to success in this position
Organizational Development Specialist Education and Training
To become an organizational development specialist, a bachelor’s degree in training and development, organizational development, organizational performance, industrial and organizational psychology, adult education, or a related field is required. However, many employers prefer applicants who possess a master’s degree in one of these areas or who have relevant professional certifications, such as the Association for Talent Development’s Certified Professional in Learning and Performance designation. Although an advanced degree and industry-specific certifications aren’t required for job seekers, they can be helpful for landing a job with tremendous competition.
Organizational Development Specialist Salary and Outlook
The Bureau of Labor Statistics (BLS) lists the organizational development specialist’s median annual salary as $60,360. Workers in the 10th percentile earns approximately $33,150 a year, while the highest paid in the field make $102,340 a year. According to the BLS, over 282,000 organizational development specialists are employed in the United States. Employment growth of 11 percent is expected through 2026.
Helpful Resources
We searched the web to find some of the top industry resources for organizational development specialists. The following links can help you decide if this is the right career path for you:
Organization Development Network – the OD Network allows its members to connect with other organizational development professionals, read its quarterly journal to learn new theories and practices, and benefit from webinars, discussions, and toolkits
Cases and Exercises in Organization Development & Change – written by Donald J. Anderson, this comprehensive guide contains organizational change and human behavior theories, actual case studies, and practical exercises that contain realistic scenarios involving organizational development specialists
Organization Development: A Practitioner’s Guide for OD and HR – authors Mee-Yan Cheung-Judge and Linda Holbeche, two leading experts in the field, cover complexity and chaos theory and case studies that describe organizational development practices in other countries. They also share information on culture change and how it affects employee engagement
Reinventing Organizations – written by Frederic Laloux, this book gives both his theoretical explanation of a new model of company organization, which people in the industry are deeming an evolutionary leap, and several examples of companies currently employing this model
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Last edited by: Gabriela Barcenas, CPRW, Content Writer II -
Gabriela Barcenas
CPRW, Content Writer IIGabriela is a Certified Professional Resume Writer (CPRW) and career adviser. With 10 years of digital media experience and five years of resume writing expertise, her publication history includes fashion, education, travel, social justice, equitable design and career advice.
