About the role
Position Overview
The Organizational Development Specialist supports the growth and effectiveness of OCHIN’s leaders, employees, and teams through leadership development, developmental coaching, mentoring, facilitation, and organizational development initiatives. This role partners with leaders, People and Culture, and business stakeholders to assess development needs, design targeted interventions, and strengthen the capabilities and behaviors needed to achieve OCHIN’s mission and strategic priorities.
The Organizational Development Specialist facilitates leadership programs, supports individual and team development, develops practical leadership resources, and helps employees translate feedback and competency expectations into meaningful development plans. The role uses organizational data, stakeholder feedback, assessments, and program outcomes to continuously improve development strategies and demonstrate impact
Essential Duties
Leadership Development: Design, coordinate, facilitate, and evaluate leadership development programs for emerging, new, and experienced leaders. Translate organizational competencies, leadership expectations, and business priorities into practical development experiences and tools.
Developmental Coaching: Provide structured developmental coaching to leaders and employees in support of competency growth, leadership effectiveness, career development, and individual development plans. Help participants convert feedback and assessment results into practical goals and actions.
Mentoring Programs: Develop and support mentoring initiatives, including participant preparation, mentor and mentee matching, resource development, program communication, engagement monitoring, and outcome evaluation.
Organizational Development Consulting: Consult with leaders and teams to identify organizational, leadership, culture, and team-effectiveness needs. Recommend and facilitate appropriate interventions that may include team development, role clarification, leadership alignment, facilitated discussions, and action planning.
Assessment and Development Planning: Use interviews, surveys, focus groups, competency assessments, organizational data, and stakeholder consultation to identify development needs and recommend targeted solutions.
Facilitation: Facilitate leadership programs, workshops, team sessions, learning cohorts, and development conversations in virtual and in-person environments. Create psychologically safe and engaging environments that encourage reflection, dialogue, practice, and application.
Leadership Resources and Content: Develop leadership toolkits, facilitator guides, case studies, discussion resources, coaching tools, reflection activities, and other materials that support leadership and organizational effectiveness. Partner with instructional designers when formal eLearning or multimedia production is required.
Change and Culture Support: Support organizational change, culture, and employee-development initiatives by helping leaders communicate expectations, build adoption, reinforce desired behaviors, and address barriers to successful implementation.
Program Management: Manage assigned organizational and leadership development initiatives, including planning, stakeholder engagement, communication, implementation, risk management, and follow-through.
Measurement and Continuous Improvement: Establish success measures and evaluate the effectiveness of leadership, coaching, mentoring, and organizational development initiatives. Use feedback and organizational data to improve programs and communicate outcomes.
Partnership and Consultation: Build trusted relationships with leaders, Human Resources, subject-matter experts, and organizational partners. Provide informed recommendations while recognizing when matters should be referred to Human Resources, Employee Relations, or other specialized functions.
Perform other duties as assigned.
