Oversees the implementation of organizational development policies and procedures.
Leads a team of specialists in developing training programs, facilitating change management initiatives, and reviewing current development programs to ensure linkage to company goals. Ensures employee performance measurements gauge the success of programs and identify areas for improvement. Aids in assessing and implementing 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 Supervisor 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)
Documents all the advantages and disadvantages of gap analysis.
Level 2 Behaviors
(Light Experience)
Documents gap analysis to identify the differences in the state of our organization.
Level 3 Behaviors
(Moderate Experience)
Executes gap analysis to improve business performance with established standards.
Level 4 Behaviors
(Extensive Experience)
Monitors and analyzes data to identify gaps or trends and drive strategic decision-making.
Level 5 Behaviors
(Mastery)
Elaborates processes and procedures to identify gaps and improve business operational efficiency.
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)
Participates in developing policies and regulations to increase workforce diversity and inclusion.
Level 4 Behaviors
(Extensive Experience)
Manages training and engagement programs to meet inclusion and diversity goals.
Level 5 Behaviors
(Mastery)
Designs diversity and inclusion strategies to establish a sense of belonging in the workplace.
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)
Gathers market and customer needs to provide input for product and service solutions.
Level 3 Behaviors
(Moderate Experience)
Implements and troubleshoots the industry-specific technical tools and systems.
Level 4 Behaviors
(Extensive Experience)
Monitors the industry regulatory trends and changes to ensure compliance.
Level 5 Behaviors
(Mastery)
Leads the research and discussion on industry-specific issues and challenges.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Documents best practices in planning and organizing work to address important tasks.
Level 2 Behaviors
(Light Experience)
Discusses the positive and negative outcomes of planning and organization in the workplace.
Level 3 Behaviors
(Moderate Experience)
Helps set up new practices to anticipate and address the needs of planning and organization initiatives.
Level 4 Behaviors
(Extensive Experience)
Facilitates the adoption of advanced tools to streamline the process of planning and organization.
Level 5 Behaviors
(Mastery)
Develops best practices in planning and organizing activities to improve organizational efficiency.
There are 0 hard skills for Organizational Development Supervisor.
11 general skills for Organizational Development Supervisor, Gap Analysis, Diversity and Inclusion, Employee Engagement, etc.
9 soft skills for Organizational Development Supervisor, Industry Knowledge, Planning and Organizing, Coaching Others, etc.
While the list totals 20 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 Supervisor, he or she needs to be proficient in Industry Knowledge, be skilled in Planning and Organizing, and be skilled in Coaching Others.
