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)
Lists the basic functions and features of tools used for gap analysis.
Level 2 Behaviors
(Light Experience)
Tracks the current state gaps to support the development of process improvement solutions.
Level 3 Behaviors
(Moderate Experience)
Uses analysis techniques in identifying process gaps and tactics to improve the business processes.
Level 4 Behaviors
(Extensive Experience)
Reviews client documentation and drives improvement opportunities through gap analysis.
Level 5 Behaviors
(Mastery)
Promotes best practices through gap analysis to increase the effectiveness of our organization.
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)
Lists the fundamentals of diversity and inclusion for cultivating a collaborative workplace.
Level 2 Behaviors
(Light Experience)
Supports diversity and inclusion initiatives in fostering differences and values inclusion.
Level 3 Behaviors
(Moderate Experience)
Works with diversity and inclusion teams to ensure group productivity and drive cultural initiatives.
Level 4 Behaviors
(Extensive Experience)
Recommends solutions and delivery methods to optimize diversity and inclusion program execution.
Level 5 Behaviors
(Mastery)
Leads the engagement of diverse perspectives to enrich a diverse and inclusive working environment.
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)
Names the primary regulatory agencies of the industry.
Level 2 Behaviors
(Light Experience)
Incorporates industry knowledge and product expertise to conduct one's work.
Level 3 Behaviors
(Moderate Experience)
Updates our organizational knowledge database to reflect the latest industry developments.
Level 4 Behaviors
(Extensive Experience)
Serves as an industry expert with deep domain knowledge to solve critical operational issues.
Level 5 Behaviors
(Mastery)
Predicts the evolution of industry regulations and potential implications to our business.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Lists commonly used tools in workplace planning and organization.
Level 2 Behaviors
(Light Experience)
Works with specific tools in prioritizing and allocating resources to ensure task accuracy.
Level 3 Behaviors
(Moderate Experience)
Prepares schedules to plan, organize, and complete priorities promptly.
Level 4 Behaviors
(Extensive Experience)
Sets short- and long-term objectives to organize team workload and improve efficiency.
Level 5 Behaviors
(Mastery)
Leads the development of new techniques and strategies to drive effective planning and organization.
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.
