Directs the design, planning, and implementation of corporate organizational development programs, policies, and procedures.
Approves change management initiatives and suggests enhancements to existing programs. Oversees the development of programs to build human capital and a strong employee development culture. Reviews key performance metrics to enable accurate and valid measurement of workforce performance and to identify areas for improvement. Proposes changes to organizational structure to leverage talent and provide development opportunities to key leaders in the organization. Develops systematic collection and evaluation of performance metrics.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Organizational Development Director skill and competencie below to view definitions.
Skill definition-Assessing the differences between the current and target state of an organization to determine how to achieve desired business goals.
Level 1 Behaviors
(General Familiarity)
Explains the importance of gap analysis for the organization.
Level 2 Behaviors
(Light Experience)
Supports gap analysis activities by comparing proposed business capabilities.
Level 3 Behaviors
(Moderate Experience)
Provides a gap analysis of the state to identify our organization's capabilities to close the gaps.
Level 4 Behaviors
(Extensive Experience)
Provides gap analysis and proposes value-added process improvements based on best practices.
Level 5 Behaviors
(Mastery)
Mentors cross-functional team in conducting a gap analysis to drive business functionality.
Skill definition-Developing and promoting acquaintance, empowerment, and integration of each unique individual to create a productive and safe working environment.
Level 1 Behaviors
(General Familiarity)
Explains the principles of diversity and inclusion to value individual differences.
Level 2 Behaviors
(Light Experience)
Identifies and collects diversity and inclusion needs to support employee empowerment and respect.
Level 3 Behaviors
(Moderate Experience)
Utilizes a diversity and inclusion framework to address employee wellness and sustainability issues.
Level 4 Behaviors
(Extensive Experience)
Provides consultation on teams in valuing diversity and inclusion to promote a healthy workplace.
Level 5 Behaviors
(Mastery)
Establishes communication channels to meet different needs for diversity and inclusion initiatives.
Skill definition-Ability to design a group process, elicit contributions from group members, stimulate a focused group discussion, and achieve a desired outcome.
Level 1 Behaviors
(General Familiarity)
Explains the importance and benefits of facilitation in achieving organizational goals.
Level 2 Behaviors
(Light Experience)
Plans, coordinates, and facilitates small group sessions on relatively simple issues.
Level 3 Behaviors
(Moderate Experience)
Researches techniques to adjust plans when issues come up and help get the team back on track.
Level 4 Behaviors
(Extensive Experience)
Facilitates meetings to help employees uncover alternative lines of thinking and solutions.
Level 5 Behaviors
(Mastery)
Demonstrates expertise in guiding diverse and conflicting factions towards working cooperatively.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Explains the importance of planning and organization in building a good working environment.
Level 2 Behaviors
(Light Experience)
Identifies key implications of ineffective planning and organization that affects decision-making.
Level 3 Behaviors
(Moderate Experience)
Leverages key performance indicators to measure progress completion against performance metrics.
Level 4 Behaviors
(Extensive Experience)
Manages the planning and sequencing of activities to create well-planned schedules and achieve goals on time.
Level 5 Behaviors
(Mastery)
Establishes standards for planning and organization processes to align efforts with business goals.
There are 0 hard skills for Organizational Development Director.
11 general skills for Organizational Development Director, Gap Analysis, Diversity and Inclusion, Employee Engagement, etc.
10 soft skills for Organizational Development Director, Facilitation, Planning and Organizing, Talent Management, etc.
While the list totals 21 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as an Organizational Development Director, he or she needs to be an expert in Facilitation, be an expert in Planning and Organizing, and be an expert in Talent Management.
