organizational development director

Imtiaz Real Estate Investment & Development LLC

Job description:As an HR Director, you are assigned (but not limited to) the following responsibilities and duties.· Lead manpower planning initiatives for large-scale construction projects, ensuring optimal resource allocation and readiness for future project demands.· Provide strategic leadership in workforce planning, addressing both immediate project requirements and long-term talent needs.· Collaborate with senior leadership to forecast workforce needs and develop strategic recruitment plans for critical roles.· Create and implement a comprehensive system to streamline HR activities, processes, and workflows, ensuring consistency and efficiency across all levels.· Manage change initiatives, including organizational restructuring and the adoption of new systems or practices, ensuring minimal disruption to operations.· Develop and drive HR strategies aligned with the company’s long-term vision and organizational objectives, ensuring alignment with the construction industry’s unique demands.· Oversee the development of talent acquisition strategies to attract high-performing professionals in the construction sector.· Drive organizational development initiatives, including succession planning and leadership development for key positions.· Ensure compliance with UAE labor laws, building industry standards, and company policies across all HR functions.· Monitor and analyze key HR metrics to provide data-driven insights that inform strategic decision-making.· Lead diversity, equity, and inclusion initiatives to build a workforce reflective of the global and multicultural construction industry.· Oversee the design and management of competitive compensation and benefits programs to ensure alignment with market trends.· Act as a trusted advisor to the executive team, offering insights on organizational effectiveness, culture, and workforce challenges.· Oversee training and development programs that align with the strategic goals of the organization and enhance workforce capabilities.· Build and maintain strong relationships with external partners, such as regulatory bodies, recruitment agencies, and industry associations.· Ensure effective governance of employee relations and conflict resolution processes at a strategic level.· Direct HR’s role in corporate social responsibility initiatives and employer branding strategies to position the company as an employer of choice.

HR Manager

Accor Group

Accor is seeking an experienced Regional Learning and Development Director to lead the operations of Accor Academy across the Middle East, Africa, and Turkey. The role is responsible for building a culture of continuous learning, fostering leadership development, and ensuring the successful delivery of innovative training strategies that align with Accor s People and Culture objectives. Location: United Arab Emirates Location: Dubai Industry: Hospitality Function: Human Resources Gender: Any Candidate Nationality: Any Candidate Preferred Location: Any Job Type: Full-time Role Summary The Regional Learning and Development Director leads the strategic planning, implementation, and execution of learning initiatives across Accor properties in the region. The role ensures that learning programs are integrated into daily operations and aligned with organizational goals, fostering talent development, employee engagement, and operational excellence. Key Responsibilities * Develop and execute the annual learning and development strategy aligned with Accor s People and Culture framework. * Partner with leadership, People and Culture teams, and business units to identify learning needs and create impactful training programs. * Drive a culture of continuous learning and professional growth across all regional properties. * Oversee the design, delivery, and evaluation of learning programs, ensuring relevance, quality, and engagement. * Ensure learning content supports behavioral change, leadership development, and Heartist culture. * Manage pre-opening and rebranding hotel training support across the region. * Lead and mentor the Accor Academy team to deliver consistent learning outcomes. * Build partnerships with external training vendors and ensure alignment with Accor s learning standards. * Leverage learning analytics to assess performance and guide strategic decisions. * Manage departmental budgets, ensuring cost-effective delivery of programs while meeting participation and revenue goals. * Certify property-based trainers and support their ongoing development. * Customize global learning materials and programs to suit regional cultural and operational contexts. * Research and implement innovative learning technologies and trends that add value to the organization. * Ensure all programs support Accor s sustainability and corporate responsibility values. Candidate Requirements * Bachelor s or Master s degree in Human Resources or Organizational Development. * Minimum 5 years of leadership experience in learning, training, or organizational development within a regional or multi-property role. * Strong understanding of talent management, leadership development, and organizational effectiveness. * Demonstrated experience in using learning analytics and technology-driven training platforms. * Proven project management skills with experience delivering large-scale initiatives. * Excellent communication, facilitation, and consulting skills. * Strong ability to influence and partner with senior leaders across diverse teams. * Experience in managing external vendors and training partners. * Broad understanding of adult learning theory and instructional design. * Familiarity with multilingual or multicultural learning delivery.

Regional Learning and Development Director

Hanover

<div>
 
 The LGBTQ+ Center of Las Vegas
 
 
 
 
 
 The Center brings together programs, resources, and services to meet the needs of their community and the community around them. They function as the heart and home of the LGBTQIA+ community by making connections, delivering programs, and providing a safe space for health and wellness, social services, arts and culture, advocacy, and community building.
 
 
 
 
 <ul>
 <li>
 Vision: Living and thriving as their authentic selves
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Mission: The LGBTQ+ Center serves as a haven for all. They welcome and celebrate the diversity of their communities and strive to empower all to live authentic lives
 </li>
 </ul>
 
 
 
 
 Role Summary
 
 
 
 
 
 The Director of Human Resources serves as a key member of The LGBTQ+ Center of Las Vegas&rsquo; leadership team, providing strategic direction and oversight for all aspects of HR management across the organization. This position ensures that The Center attracts, develops, and retains a highly engaged, diverse, and mission-driven workforce aligned with the organization&rsquo;s values of inclusion, respect, and community. The Director of HR will oversee the full employee lifecycle, from recruitment and onboarding to performance management, training, compensation, and compliance, while fostering a culture of belonging and professional excellence. This role will also play a critical part in organizational development and long-term workforce strategy to support The Center&rsquo;s continued growth and impact in Southern Nevada.
 
 
 
 
 
 
 Key Outcome / Responsibilities:
 
 
 
 
 
 
 Supervisory Responsibilities
 
 <ul>
 <li>
 Recruit, interview, hire, and train new staff in the department
 </li>
 <li>
 Oversee the daily workflow of the department
 </li>
 <li>
 Provide constructive and timely performance evaluations
 </li>
 <li>
 Handle discipline and termination of employees in accordance with company policy
 </li>
 </ul>
 
 
 
 
 
 Strategic Leadership
 
 <ul>
 <li>
 Develop and execute a comprehensive HR strategy that aligns with The Center&rsquo;s mission, strategic plan, and organizational growth
 </li>
 <li>
 Partner with executive leadership to design and implement organizational structures, workforce planning, and talent strategies that enhance operational effectiveness
 </li>
 <li>
 Champion equity, diversity, inclusion, and belonging across all HR policies, programs, and practices
 </li>
 </ul>
 
 
 
 
 Employee Relations &amp; Culture
 
 <ul>
 <li>
 Serve as a trusted advisor and advocate for employees and management on workplace issues, performance concerns, and organizational culture
 </li>
 <li>
 Lead efforts to foster a positive, respectful, and psychologically safe workplace that reflects The Center&rsquo;s values
 </li>
 <li>
 Manage investigations, conflict resolution, and disciplinary actions in accordance with organizational policies and employment law
 </li>
 </ul>
 
 
 
 
 Talent Acquisition &amp; Development
 
 <ul>
 <li>
 Oversee recruitment, onboarding, and retention strategies to attract and retain top talent
 </li>
 <li>
 Develop and implement learning and development programs, including leadership training, coaching, and succession planning
 </li>
 <li>
 Partner with managers to ensure consistent, growth-oriented performance management practices
 </li>
 </ul>
 
 
 
 
 Compensation &amp; Benefits
 
 <ul>
 <li>
 Design and manage equitable and competitive compensation and benefits programs
 </li>
 <li>
 Conduct periodic market analyses and ensure compliance with wage and hour laws
 </li>
 <li>
 Collaborate with finance to align compensation strategy with organizational budgets and goals
 </li>
 </ul>
 
 
 
 
 Compliance &amp; Risk Management
 
 <ul>
 <li>
 Ensure compliance with all federal, state, and local employment laws and regulations (EEO, FLSA, ADA, FMLA, etc.)
 </li>
 <li>
 Maintain and update employee policies, handbooks, and HR documentation in alignment with best practices and organizational values
 </li>
 <li>
 Manage HR audits, reporting, and recordkeeping requirements
 </li>
 </ul>
 
 
 
 
 Organizational Development
 
 <ul>
 <li>
 Lead change management initiatives that strengthen employee engagement and organizational resilience
 </li>
 <li>
 Support leadership in developing internal communication and feedback systems that enhance transparency and trust
 </li>
 <li>
 Leverage HR analytics to inform decision-making and measure progress toward strategic objectives
 </li>
 <li>
 Collaborates with program staff, finance, the Chief Clinical Officer, Chief Operating Officer, and the Chief Executive Officer
 </li>
 </ul>
 
 
 
 
 Specific Skills, Knowledge &amp; Capabilities:
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Business Administration, Organizational Development, or a related field (Master&rsquo;s degree preferred)
 </li>
 <li>
 Minimum of 7&ndash;10 years of progressive HR leadership experience, preferably in a nonprofit, healthcare, or mission-driven organization
 </li>
 <li>
 Deep understanding of employment law, regulatory compliance, and HR best practices
 </li>
 <li>
 Demonstrated success in organizational culture-building, diversity and inclusion, and talent development
 </li>
 <li>
 Proven ability to work with diverse teams and handle sensitive and confidential matters with integrity and discretion
 </li>
 <li>
 Professional certification (PHR/SPHR, SHRM-CP/SCP) strongly preferred
 </li>
 <li>
 Strategic thinker with hands-on execution ability
 </li>
 <li>
 Emotionally intelligent, approachable, and collaborative leader
 </li>
 <li>
 Deep commitment to The Center&rsquo;s mission of building community, advancing advocacy, and expanding health and wellness for the LGBTQ+ community and all people
 </li>
 <li>
 Skilled communicator who models empathy, respect, and accountability
 </li>
 <li>
 Ability to multitask, prioritize, and work well in a collaborative environment with multiple stakeholders
 </li>
 <li>
 Must be results-oriented, a self-starter with proven concern for detail, organization, and timely follow-through
 </li>
 <li>
 Be able to collect data, analyze, and report out for decision making
 </li>
 <li>
 Must be a problem solver and able to quickly work through complex situations
 </li>
 <li>
 Demonstrated experience working in a multicultural environment where commitment to diversity based on race, ethnic origin, sex, age, sexual orientation, gender identity or expression, and physical ability is a core value
 </li>
 </ul>
 
 
 
 
 Diversity, Equity, &amp; Inclusion
 
 
 
 
 
 The Center is proud to be an Equal Opportunity Employer. People of color, people with disabilities, women, lesbian, gay, bisexual, transgender, gender non-conforming, and queer candidates are strongly encouraged to apply. They are committed to a diverse workplace and to supporting their staff with ongoing career development opportunities.
 
</div>

Human Resources Director

Tredence Inc.

<div>
 
 
 About us:
 
 
 
 Tredence is a global data science solutions provider focused on solving the last mile problem in
 
 
 AI. The &lsquo;last mile&rsquo; is the gap between insight creation and value realization. Headquartered in
 
 
 San Jose, the company embraces a vertical-first approach and an outcome-driven mindset to
 
 
 help clients win and accelerate value realization from their analytics investments. Tredence is a
 
 
 Great Place to Work-Certified and a &lsquo;Leader&rsquo; in the Forrester Wave: Customer Analytics Services.
 
 
 Tredence is 2400 plus employees strong with offices in San Jose, Foster City, Chicago, London,
 
 
 Toronto, and Bangalore, with the largest companies in retail, CPG, hi-tech, telecom, healthcare,
 
 
 travel and industrials as clients.
 
 
 
 
 
 
 Position Overview:
 
 
 
 We are seeking a strategic and dynamic HR Director to lead our talent management and
 
 
 organizational development initiatives. The candidate will be responsible for shaping and
 
 
 executing the global talent strategy and will lead career related activities &amp; strategic talent
 
 
 initiatives. The ideal candidate will have a strong background in Talent &amp; OD and possess a deep
 
 
 understanding of HR strategies, talent &amp; leadership development and organizational
 
 
 effectiveness. This role will be pivotal in driving our talent agenda, fostering a high-performance
 
 
 culture, and supporting business growth.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 Talent Management:
 
 
 &bull; Develop and implement comprehensive talent management strategies to attract,
 
 
 develop, and retain top talent.
 
 
 &bull; Design and lead the performance management charter to drive a high performance
 
 
 culture.
 
 
 &bull; Drive the career &amp; competency framework &amp; define career paths for the global
 
 
 organization.
 
 
 &bull; Drive talent reviews, succession planning, career development programs, top talent and
 
 
 leadership development initiatives.
 
 
 
 
 
 Organizational Development:
 
 
 &bull; Design and implement organizational development programs to enhance employee
 
 
 engagement and organizational effectiveness.
 
 
 &bull; Conduct organizational assessments and provide insights to senior leadership on areas
 
 
 for improvement.
 
 
 &bull; Drive change management initiatives and support business transformation efforts.
 
 
 
 
 
 Leadership Development:
 
 
 &bull; Define leadership development programs for critical executive roles such as Client
 
 
 Partner and Delivery head roles.
 
 
 &bull; Foster a culture of continuous learning and development across the organization.
 
 
 &bull; Evaluate the effectiveness of learning and development programs and make
 
 
 improvements as needed.
 
 
 &bull; Enable a culture of mentoring and coaching
 
 
 Culture:
 
 
 &bull; Develop and implement strategies to drive and promote a positive workplace culture
 
 
 and engagement.
 
 
 
 
 
 Qualifications:
 
 
 &bull; Masters degree in Human Resources, Business Administration, or a related field.
 
 
 Advanced degree or HR certification preferred.
 
 
 &bull; 12+ years of progressive experience in HR, with relevant experience in Talent
 
 
 Management and organizational development
 
 
 &bull; Strong understanding of HR best practices and current trends.
 
 
 &bull; Excellent leadership, communication, and interpersonal skills.
 
 
 &bull; Ability to influence and build relationships with stakeholders at all levels of the
 
 
 organization.
 
 
 &bull; Strategic thinker with strong analytical and problem-solving abilities.
 
 
 &bull; Experience in change management and driving organizational transformation.
 
 
 &bull; Commitment to diversity, equity, and inclusion.
 
 
 &bull; Experience in a fast-paced, high-growth environment.
 
 
 &bull; Knowledge of industry-specific HR challenges and best practices.
 
 
 &bull; Familiarity with HR technology and tools for talent management and organisational
 
 
 development.
 
 
 &bull; Experience in the IT Services industry would be an added advantage.
 
</div>

Director Talent Management

Thermo Fisher Scientific

<div>Work Schedule
Standard (Mon-Fri)
Environmental Conditions
Office
Job Description
Thermo Fisher Scientific Inc. is the world leader in serving science, with annual revenue exceeding $40 billion. Our Mission is to enable our customers to make the world healthier, cleaner and safer. Whether our customers are accelerating life sciences research, solving complex analytical challenges, improving patient diagnostics and therapies or growing efficiency in their laboratories, we are here to support them. Our team of more than 100,000 colleagues delivers an unrivaled combination of innovative technologies, purchasing convenience and pharmaceutical services through our industry-leading brands, including Thermo Scientific, Applied Biosystems, Invitrogen, Fisher Scientific, Unity Lab Services, Patheon and PPD. For more information, please visit www.thermofisher.com.<h2 class="jobSectionHeader">
Position Summary:</h2>
The Director of Organizational Effectiveness will lead the development and delivery of strategies, tools, and resources that strengthen how our businesses operate and adapt. This role within Corporate Talent Management will build out Thermo Fisher&rsquo;s Organizational Effectiveness capability and enabling our business to adopt the right operating models, organizational structures, and leadership practices that drive growth and performance.
Working closely with HR leaders and business executives, you will design and implement programs that enable teams to perform at their best, ensuring agility and alignment in an evolving global environment. As a trusted advisor and consultant, you will shape how Thermo Fisher approaches organizational design, team effectiveness, and change enablement&mdash;establishing the foundation for sustainable business success.<h2 class="jobSectionHeader">
Key Responsibilities:</h2><ul><li>
Design and deploy scalable toolkits, frameworks, and resources that elevate organizational effectiveness, including recommendations for enabling technologies.</li><li>
Partner with Talent Leaders and HR Business Partners (HRBPs) to build their capability through training, ensuring readiness before transitioning practices to self-service.</li><li>
Establish measurement and feedback systems to capture business impact, cost savings, and vendor performance.</li><li>
Collaborate with Talent Development to deliver a curated suite of offerings that strengthen leadership, team performance, and organizational agility.</li><li>
Lead the evolution of Thermo Fisher&rsquo;s organizational effectiveness practices, integrating top strategies for organizational structure, leadership alignment, and organizational adaptation.</li></ul><h2 class="jobSectionHeader">
Qualifications:</h2>
Education:<ul><li>
Bachelor's degree or equivalent experience in Human Resources, Business Administration, or related field.</li></ul>
Experience:<ul><li>
10+ years of HR/Talent Management experience with advanced expertise in organizational design, team effectiveness and change enablement.</li><li>
Consistent track record of influencing and collaborating with senior leaders, through strong consulting, communication, and customer management skills.</li><li>
Skilled facilitator and strategic advisor, adept at guiding organizational design decisions, building alignment, and driving adoption of new operating models.</li><li>
Expertise in program development, project management, and large-scale implementation.</li><li>
Certification in Kates Kesler or Procci is helpful</li></ul><h2 class="jobSectionHeader">
Work Environment:</h2><ul><li>
Ability to work in an office environment.</li><li>
Occasional travel may be required.</li></ul>
Compensation and Benefits
The salary range estimated for this position based in Massachusetts is $160,000.00&ndash;$240,000.00.
This position may also be eligible to receive a variable annual bonus based on company, team, and/or individual performance results in accordance with company policy. We offer a comprehensive Total Rewards package that our U.S. colleagues and their families can count on, which includes:<ul><li>
A choice of national medical and dental plans, and a national vision plan, including health incentive programs</li><li>
Employee assistance and family support programs, including commuter benefits and tuition reimbursement</li><li>
At least 120 hours paid time off (PTO), 10 paid holidays annually, paid parental leave (3 weeks for bonding and 8 weeks for caregiver leave), accident and life insurance, and short- and long-term disability in accordance with company policy</li><li>
Retirement and savings programs, such as our competitive 401(k) U.S. retirement savings plan</li><li>
Employees&rsquo; Stock Purchase Plan (ESPP) offers eligible colleagues the opportunity to purchase company stock at a discount</li></ul>
For more information on our benefits, please visit: https://jobs.thermofisher.com/global/en/total-rewards</div>

Director, Organizational Effectiveness

Stanford Medicine Children's Health

<div>Company Description 
At Lucile Packard Children&rsquo;s Hospital Stanford, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time. 
 
Job ID: P140384-1933 
Job Description 
JOB SUMMARY
The Executive Director, Organizational Development &amp; Enterprise Learning provides enterprise leadership in designing and implementing strategies that strengthen organizational performance, leadership capability, and workforce well-being. Serving as a strategic advisor to senior executives, this position drives large-scale cultural and operational transformations aligned with business objectives, ensuring measurable outcomes in performance, engagement, and capability growth. 
This role is accountable for developing and executing integrated programs in organizational effectiveness, leadership development, enterprise learning, performance management, change management, and employee experience, in alignment with organizational strategy and operational excellence goals. 
ESSENTIAL FUNCTIONS
The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.<ul><li> 
Strategic Leadership &amp; Organizational Transformation<ul><li>
Partner with executive leadership to design and implement enterprise-level organizational and talent strategies that enable scalability, operational excellence, and sustainable growth.</li><li>
Direct large-scale transformation initiatives utilizing PROSCI, Agile, and Kaizen methodologies to optimize processes, structures, and workforce capabilities.</li><li>
Advise C-suite leaders on workforce strategy, organizational design, and culture transformation initiatives.</li><li>
Translate strategic priorities into actionable, measurable plans that align with business outcomes.</li></ul></li></ul><ul><li> 
Performance Management &amp; Talent Optimization<ul><li>
Oversee the organization&rsquo;s performance management framework, including goal setting, talent calibration, and developmental planning.</li><li>
Develop enterprise performance dashboards that connect outcomes to rewards, succession, and workforce mobility.</li><li>
Lead the annual performance cycle and ensure alignment with Total Rewards, DEIB, and business objectives.</li><li>
Provide coaching to executives and people leaders to improve team performance and engagement.</li></ul></li></ul><ul><li> 
Enterprise Learning &amp; Leadership Development<ul><li>
Direct the design and delivery of enterprise learning strategies that strengthen leadership capability, technical proficiency, and innovation.</li><li>
Oversee the development of learning content, technology platforms, and vendor partnerships to ensure high-quality, scalable programs.</li><li>
Integrate data analytics to assess learning outcomes and continuously improve content relevance and ROI.</li><li>
Partner with senior leaders to forecast capability gaps and align learning investments with strategic goals.</li></ul></li></ul><ul><li> 
Change Management &amp; Cultural Evolution<ul><li>
Develop and execute organizational change management strategies that ensure smooth adoption of new systems, structures, and processes.</li><li>
Foster a high-performance, adaptive culture that values innovation, collaboration, and accountability.</li><li>
Partner with HR and leadership teams to integrate succession planning, leadership development, and performance management practices.</li><li>
Champion DEIB principles across all organizational development and change management initiatives.</li></ul></li></ul><ul><li> 
Employee Engagement, Experience &amp; Well-Being<ul><li>
Direct the design and deployment of engagement and well-being programs to enhance retention, satisfaction, and productivity.</li><li>
Administer engagement and wellness surveys, interpret data, and present actionable insights to executive leadership.</li><li>
Partner with Total Rewards to align engagement and wellness outcomes with compensation and recognition strategies.</li><li>
Implement programs that promote mental health, mindfulness, and workplace resilience.</li></ul></li></ul><ul><li> 
Diversity, Equity, and Inclusion (DEI)<ul><li>
Provide strategic oversight and leadership for the organization&rsquo;s Diversity, Equity, and Inclusion (DEI) function.</li><li>
Oversee the DEI team, strategy, and programs that drive workforce representation, belonging, and equitable career advancement.</li><li>
Partner with executive and business leaders to embed DEI principles into talent management, leadership development, and organizational practices.</li><li>
Monitor DEI metrics, establish accountability frameworks, and report progress to senior leadership to ensure alignment with enterprise values and goals.</li></ul></li></ul><ul><li> 
Operational &amp; Financial Management<ul><li>
Develop and manage budgets, resources, and vendor relationships to ensure fiscal responsibility and program impact.</li><li>
Lead HR project management efforts, aligning program delivery with enterprise strategic priorities.</li><li>
Establish metrics to measure the impact and efficiency of OD, learning, and engagement initiatives.</li><li>
Continuously evaluate and refine programs based on performance data and stakeholder feedback.</li></ul></li></ul> 
Qualifications 
MINIMUM QUALIFICATIONS<ul><li>
Education: Master&rsquo;s degree in human resources, Organizational Development, Industrial/Organizational Psychology, or related field; or an equivalent combination of education and relevant executive experience.</li><li>
Experience<ul><li>
Fifteen (15) years of progressive leadership experience in organizational development, learning, and transformation within complex, multi-site, or global organizations. Health care preferred.</li><li>
Demonstrated success managing budgets exceeding $20M and leading cross-functional teams to deliver enterprise change initiatives.</li></ul></li><li>
License/Certification: Preferred - PROSCI Change Management, Kaizen/Lean Certification, Master NLP Practitioner, Executive Coaching Certification.</li></ul> 
KNOWLEDGE and SKILLS
These are the observable and measurable attributes and skills required to perform the essential functions of the job successfully, and are generally demonstrated through qualifying experience, education, or licensure/certification.<ul><li>
Strategic business acumen with proven experience influencing C-suite executives and driving enterprise transformation.</li><li>
Deep expertise in organizational design, change management, and leadership development methodologies.</li><li>
Advanced data literacy: able to interpret analytics and translate insights into actionable strategies.</li><li>
Exceptional executive presence, communication, and relationship management skills.</li><li>
Proven record of achieving measurable improvements in performance, engagement, and organizational agility.</li></ul> 
PHYSICAL REQUIREMENTS
The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.<ul><li>
Standard office environment.</li><li>
Ability to manage team dynamics and engage across the organization.</li></ul> 
Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure nd health screenings. Must perform all duties and responsibilities in accordance with the hospital's policies and procedures, including its Service Standards and its Code of Conduct. 
Additional Information 
Pay Range 
Compensation is based on the level and requirements of the role. 
Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data. 
Typically, new team members join at the minimum to mid salary range. 
Minimum to Midpoint Range (Hourly): $107.02 to $152.54<div></div>
Stanford Medicine Children's Health (SMCH) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.</div>

Executive Director - Talent Management & Organizational Development

Arthur Lawrence

The Organizational Development (OD) Specialist drives initiatives that enhance organizational effectiveness, talent development, and employee engagement. The role partners with HR and business leaders to design and deliver OD, change management, and talent strategies that build a strong, agile, and high-performing culture.Key responsibilities include:<ul><li>Design and execute talent management initiatives, including performance management, succession planning, and leadership development.</li><li>Develop and implement employee engagement and retention programs that strengthen culture and career growth.</li><li>Lead organizational change initiatives, ensuring clear communication, stakeholder alignment, and sustainable adoption.</li><li>Deliver OD projects that enhance team effectiveness, collaboration, and organizational capability.</li><li>Support programs that embed company values and drive a positive, inclusive culture.</li><li>Identify capability gaps and coordinate learning and development programs to build leadership and workforce skills.</li><li>Analyze engagement, performance, and workforce data to guide OD strategies and track impact.</li><li>Partner with HRBPs and business leaders to align people and organizational strategies with business goals.</li><li>Collaborate with cross-functional teams such as Finance, IT, and Communications to ensure seamless delivery of OD and change initiatives.</li><li>Continuously review and improve OD frameworks, ensuring alignment with best practices and evolving organizational needs.</li><li>Lead end to end workforce projects, including organizational design, change management, policy and governance framework development, job evaluation and competency assessment</li><li>Experience in developing salary structures, KPIs, OKRs, and grade mapping as required</li></ul>Requirements:<ul><li>Bachelor&rsquo;s degree in human resources, Business, Psychology, or related field (master&rsquo;s preferred)</li><li>4&ndash;6 years of experience in Organizational Development, Talent Management, or related HR roles</li><li>Strong facilitation, project management, and analytical skills</li><li>Proven ability to lead change and build effective stakeholder relationships across all levels</li></ul>Other details:<ul><li>Shift: 3:00 pm - 12:00 am (Mon - Fri)</li><li>Location: PECHS Block 2 (Onsite)</li></ul>Job Type: Full-timePay: Rs80,000.00 - Rs150,000.00 per monthWork Location: In person

Specialist – Organizational Development

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