Job Description

The Director of Organizational Development & Culture is responsible for the overall strategic direction, planning, coordination, administration, and assessment of organizational learning, development, and culture needs and the design, implementation and evaluation of programs that facilitate the professional development and continuous learning of team members. This includes learning, development, and change management at all levels, including management and administration of leadership development and emerging leader programs. The director is responsible for enterprise and department level learning, development, and organizational culture-building programs to promote workplace cohesion, and to support continuous learning and performance optimization at all levels. This position requires a true strategic learning partner who is highly collaborative, engaged, motivational, and capable of coaching at all levels to instill a growth mindset at the individual, departmental, and enterprise level through critical thinking, strategic listening, and empowering and enabling the workforce in line with business strategy and mission, vision, and core values.

Major Duties and Responsibilities

• Responsible for enterprise Voice of the Employee (VOE) programs ensuring a continuous employee feedback loop to optimize effectiveness of programs and initiatives. Voice of the Employee initiatives include but are not limited to employee surveys, pulse surveys, and employee advisory groups.
• Develops and manages organizational development and learning policies, strategies, programs, and processes. Ensures accurate, updated, and relevant enterprise, departmental, and individual learning and development programs, content, modalities, and opportunities to attract, retain, and engage top talent and create a "best places to work" environment for the current and future workforce.
• Responsible for the effective and efficient design, development, implementation, assessment, and management of enterprise learning and development programs.
• Administers the company's organizational learning, development, and training programs in line with business strategy, mission, vision, and core value to create a culture of continuous improvement.
• Plans and leads short- and long-term planning for organizational development and culture programs. Partners closely with the CEO and Senior Management Team to ensure all programs align to enterprise business strategy.
• Acts as a strategic learning partner across the enterprise and at all levels to ensure learning, development, and culture strategies align to business strategy, department need, and individual need in line with mission, vision, and core values.
• Evaluates learning, development, and culture-building strategies and programs to effectively measure the achievement of established goals. Continually assesses organizational development, learning, and culture strategies to ensure alignment to business needs and that all programs support the direct achievement of established enterprise goals.
• Supervises internal and external learning and development resources.
• Partners with the Director of People Strategies to ensure learning and development opportunities align with Professional Development Plan needs. Manages the leadership development and emerging leader programs.
• Develops, designs, and delivers an array of best-in-class learning and development tools and content to create a culture of continuous learning and development. Ensures all training material is updated, relevant, and compliant.
• Partners across the enterprise to create opportunities for mentor/mentee relationships in line with business strategy and department and individual needs. Supports corporate events with relevant and timely content including but not limited to all-employee meetings, town halls, days of learning, etc.
• Manages organizational development and culture budget to meet departmental goals and provide for effective management of resources. Develops engaging events that bring employees together and create a sense of community.
• Must comply with all company policies and procedures, applicable laws and regulations, including but not limited to, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control.

Qualifications and Skills required

• Five to eight years of similar or related experience, including preparatory experience.
• A college degree. Change management, teaching, training, or instructional design professional certificate.
• Acts as a strategic learning partner to align training, development, and culture-building to business strategy in line with mission, vision, and core values.
• Work frequently involves collaboration at all levels requiring considerable discussion of problems, content development, presentations, and resolving issues impacting multiple departments or divisions.
• Motivating and influencing others is a material part of the job, requiring a significant level of influence, professional diplomacy, trust and relationship-building.
• Creating an environment of psychological safety to empower and enable a growth mindset is an ongoing expectation to influence, motivate, and inspire continuous learning.
• Obtaining cooperation and agreement (internally and/or externally) is an important part of the job and an expert level of interpersonal and written communication skills are critical to the success of this position.
• Exceptional systems-thinking skills.
• Successful track record of leading change in a transformational environment.
• Successful track record of training, teaching, and coaching at all levels.
• Successful track record of leadership development consultation and facilitation.
• Demonstrated effectiveness in building a cohesive team culture that prioritizes employee engagement, growth, and development.
• Exceptional instructional design and learning content development skills across various modalities - in person, online, hybrid, self-led, etc.
• Ability to translate complex concepts and enterprise needs to the department and individual levels.
• Ability to foster and work collaboratively across departments, functions and at all levels.
• Experience in process improvement, adult learning, and organizational development methodologies.
• Continuous knowledge of financial services.
• Passion for innovation, people, purpose, and data.

Physical Requirements

Perform primarily sedentary work with limited physical exertion and occasional lifting of up to 20 lbs. Must be capable of climbing / descending stairs in emergency situations. Must be able to operate routine office equipment including telephone, copier, facsimile, and calculator. Must be able to routinely perform work on a computer for an average of 6-8 hours per day, when necessary. Must be able to work extended hours whenever required or requested by management. Must be capable of travelling by automobile (as driver and passenger), commercial airlines, rental vehicles and public transportation and be able to lodge in public facilities. Must be capable of regular, reliable and timely attendance.

Working Conditions

Must be able to routinely perform work indoors in climate-controlled shared work area with minimal noise.

Mental And/Or Emotional Requirements

Must be able to perform job functions independently or with limited supervision and work effectively either on own or as part of a team. Must be able to read and carry out various written instructions and follow oral instructions. Must be able to complete basic mathematical calculations, spell accurately, and understand computer basics. Must be able to speak clearly and deliver information in a logical and understandable sequence. Must be capable of dealing calmly and professionally with numerous different personalities from diverse cultures at various levels within and outside of the organization and demonstrate highest levels of customer service and discretion when dealing with the public. Must be able to perform responsibilities with composure under the stress of deadlines / requirements for extreme accuracy and quality and/or fast pace. Must be able to effectively handle multiple, simultaneous, and changing priorities. Must be capable of exercising the highest level of discretion on both internal and external confidential matters.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Job Tags

Temporary work, For contractors,

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