Manages all aspects of organizational development.
Oversees the development of training programs, facilitation of change management initiatives, and review of current development programs to ensure linkage to company goals. Develops programs to build human capital and a strong employee development culture. Facilitates the development and implementation of employee performance measurements to gauge the success of programs and identify areas for improvement. Assesses leadership development, team development, and organizational communication programs and practices.
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 Manager skill and competencie below to view definitions.
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 importance of diversity and inclusion in fostering an open work environment.
Level 2 Behaviors
(Light Experience)
Collects data to support the development of strategies for diversity and inclusion initiatives.
Level 3 Behaviors
(Moderate Experience)
Implements the best practices in diversity and inclusion to prevent workplace barriers.
Level 4 Behaviors
(Extensive Experience)
Facilitates the development of diversity and inclusion programs to ensure inclusive environments.
Level 5 Behaviors
(Mastery)
Creates innovative approaches to promote diversity and inclusion and establish a respectful workplace.
Skill definition-Managing and measuring the involvement and enthusiasm of employees in their work and workplace to guarantee the attainment of organizational success.
Level 1 Behaviors
(General Familiarity)
Describes the key concepts, elements, and principles of employee engagement.
Level 2 Behaviors
(Light Experience)
Supports employee engagement efforts to ensure employee development and retention.
Level 3 Behaviors
(Moderate Experience)
Models the commitment to employee engagement to coordinate employee values, empowerment, and productivity.
Level 4 Behaviors
(Extensive Experience)
Leverages new technologies and methods to enhance employee engagement programs.
Level 5 Behaviors
(Mastery)
Determines and shares the vision for initiatives and programs to increase employee engagement efforts.
Skill definition-Demonstrating thorough knowledge of the industry's value chain, business, issues, trends, etc., and the ability to apply them appropriately.
Level 1 Behaviors
(General Familiarity)
Explains the industry's essential products and services.
Level 2 Behaviors
(Light Experience)
Follows and respects the industry standards and regulations.
Level 3 Behaviors
(Moderate Experience)
Implements and troubleshoots the industry-specific technical tools and systems.
Level 4 Behaviors
(Extensive Experience)
Educates others to enhance product and industry-specific knowledge across our business.
Level 5 Behaviors
(Mastery)
Keeps apprised of industry trends and applies the expertise to business strategy.
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)
Describes similarities and differences between the role of facilitator and role of meeting chairperson.
Level 2 Behaviors
(Light Experience)
Documents different techniques in applying facilitation to help encourage thinking and participation.
Level 3 Behaviors
(Moderate Experience)
Maintains group's focus on established scope and goals.
Level 4 Behaviors
(Extensive Experience)
Drafts programs that enable open dialogues for groups and teams in the workplace.
Level 5 Behaviors
(Mastery)
Deals effectively with ambiguity, resistance, and resignation in a group setting.
There are 0 hard skills for Organizational Development Manager.
11 general skills for Organizational Development Manager, Diversity and Inclusion, Employee Engagement, Leadership Development, etc.
11 soft skills for Organizational Development Manager, Industry Knowledge, Facilitation, Planning and Organizing, etc.
While the list totals 22 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 Manager, he or she needs to be proficient in Industry Knowledge, be an expert in Facilitation, and be skilled in Planning and Organizing.
