Executive Director, Leadership, Talent & Organizational Development (Hybrid) Human Resources

SAINT LOUIS MO 63130 40

Washington University in St. Louis (WashU) a global leader in research teaching patient care and innovation seeks an accomplished and strategic leader to serve as Executive Director Leadership Talent and Organizational Development (Executive Director).

This newly expanded role reports to the Associate Vice Chancellor for Development and Organizational Effectiveness within Human Resources and serves as the universitys senior-most expert responsible for organizational development leadership development talent management succession planning organizational design executive coaching and enterprise change initiatives. The Executive Director leads the integration of the universitys Organizational Development and Leadership & Management Development functions working to provide integrated and proven solutions.

The Executive Director serves as a strategic partner to senior leaders across the institution including Cabinet members University Council Deans Chairs and other key stakeholders to identify organizational opportunities and design customized solutions that optimize team and leadership effectiveness strengthen talent and accelerate organizational performance.

Primary Duties & Responsibilities:

• Provides strategic leadership for the universitys organization development leadership development talent management succession planning organizational design and change management strategies.
  • Consults independently with senior leaders including Cabinet Council Deans Chairs school leaders department leaders and managers to assess diagnose design and implement individual group team and organization-wide solutions that improve performance.
  • Applies existing assessments or designs custom qualitative and quantitative assessments to analyze individual team leadership and organizational behavior. Interprets results and recommends practical strategies for change improvement and sustained effectiveness.
    
• Leads talent management and succession planning strategies that identify organizational talent needs strengthen leadership pipelines support readiness planning and align talent decisions with institutional priorities.
  • Defines and deploys processes such as performance management succession planning leadership development planning talent review support and new leader assimilation.
    
• Provides confidential one-on-one leadership and managerial coaching with or without assessment to department division school and institutional leaders to strengthen leadership effectiveness and performance.
• Leads advanced leadership and manager development strategies including senior leader development leadership coaching assessment-based development and customized interventions that strengthen leadership effectiveness.
  • Leads the design and delivery of large-scale organization development talent management leadership development manager effectiveness succession planning and change management solutions.
  • Provides senior-level consultation on organizational design operating model effectiveness leadership transitions team effectiveness culture interventions and complex organizational challenges.
  • Provides customized team and leadership interventions for complex team dynamics senior team effectiveness organizational performance challenges and change-related team issues.
  • Leads targeted culture assessments and interventions when culture is a barrier to leadership effectiveness organizational performance change adoption or team effectiveness.
    
• Works closely with institutional leaders HR leadership HR Business Partners Learning and Development Employee Relations and other HR Centers of Excellence to integrate organization development talent management leadership development succession planning and change strategies into broader workforce and organizational plans.
• Tracks success metrics and uses data evaluation and continuous improvement to expand the reach effectiveness and impact of OD and leadership development offerings.
  • Manages budgets resources external consultant relationships vendor partnerships and priorities for the Organization Development and Leadership and Management Development portfolios.
  • Performs leadership and managerial duties for the Leadership Talent & Organizational Development team including performance management hiring selection prioritization workload management development and resource alignment.
  • Determines focus areas for consultants and aligns resources to support the universitys most critical organizational leadership talent succession and change priorities.
  • Partners with the Assistant Vice Chancellor Learning Culture & Team Development to ensure leadership development organization development talent management succession planning and change initiatives are supported by scalable learning solutions staff development resources culture tools and consistent development practices.

Working Conditions:
Job Location/Working Conditions

• Normal office environment

Physical Effort

• Typically sitting at desk or table
• Repetitive wrist hand or finger movement

Equipment

• Office equipment

The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all job duties performed by the personnel so classified. Management reserves the right to revise or amend duties at any time.

Education:

Masters degree

Certifications /Professional Licenses :

No specific certification/professional license is required for this position.

Work Experience:

Development (7 Years) Relevant Experience (10 Years)

Skills:

Not Applicable

Drivers License:

A drivers license is not required for this position.

Required Qualifications:

• Masters degree in Organization Development Human Resources Leadership Development Business Psychology Education or a related field.

• Ten (10) years of experience in organization development leadership development talent management succession planning change management human resources or a related field in a complex organization.

• Seven (7) years of experience in leadership development management development facilitation learning coaching or development-related work.

• Experience implementing large-scale change initiatives in complex decentralized or matrixed environments.

• Significant experience leveraging leadership team organizational and personal assessment tools and instruments.

• Experience consulting with senior leaders to diagnose organizational needs and recommend actionable solutions.

• Experience leading complex projects managing multiple priorities and working across organizational boundaries.

• Demonstrated ability to lead teams manage resources and deliver results in a complex organization.

Preferred Qualifications:

• Experience in higher education healthcare academic medicine or another complex mission-driven organization.

• External consulting experience is highly desired.

• Experience effectively interacting with advising and challenging leaders and managers across the leadership continuum from senior executives to front-line managers.

• Experience with survey design administration analysis reporting and results interpretation.

• Experience leading organizational design succession planning performance management leadership development planning talent reviews or executive coaching initiatives.

• Experience managing budgets external consultant relationships contracts and OD or leadership development vendors.

• Certifications in organization design executive coaching facilitation leadership development tools change management succession planning or assessment instruments.

Education:

No additional education unless stated elsewhere in the job posting.

Certifications/Professional Licenses:

Certified DiSC Trainer - DiSCprofiles Hogan 360 - Hogan MBTI Certified - Myers-Briggs Company Professional Certified Coach (PCC) - ICF Credentials and Standards Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management

Work Experience:

No additional work experience unless stated elsewhere in the job posting.

Skills:

Adult Learning Principles Analytical Thinking Change Management Communication Confidentiality Data Analysis Deadline Management Facilitation Group Presentations Human Resources (HR) Interpersonal Communication Leadership Leadership Training and Development Matrix Management Microsoft Office Organizational Assessment Organizational Development (OD) Persuasion Qualtrics Survey Software Relationship Building Social Influence Sound Judgment Talent Management

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For frequently asked questions about the application process please refer to our External Applicant FAQ.

If you are unable to use our online application system and would like an accommodation please emailor call the dedicated accommodation inquiry number at and leave a voicemail with the nature of your request.

All qualified individuals must be able to perform the essential functions of the position satisfactorily and if requested reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job absent undue hardship.

All external candidates receiving an offer for employment will be required to submit to pre-employment screening for this position. The screenings will include criminal background check and as applicable for the position other background checks drug screen an employment and education or licensure/certification verification physical examination certain vaccinations and/or governmental registry checks. All offers are contingent upon successful completion of required screening.

Washington University in St. Louis is committed to providing a comprehensive and competitive benefits package to our employees. Benefits eligibility is subject to employment status full-time equivalent (FTE) workload and weekly standard hours. Please visit our website at to view a summary of benefits.

Washington University in St. Louis is committed to the principles and practices of equal employment opportunity. It is the Universitys policy to provide equal opportunity and access to persons in all job titles without regard to race ethnicity color national origin citizenship (where prohibited by federal law) age religion sex sexual orientation gender identity or expression disability protected veteran status or genetic information.