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)
Describes the process of assessing the current and target state of business through gap analysis.
Level 2 Behaviors
(Light Experience)
Conducts gap analysis to support the development of business process improvement plans.
Level 3 Behaviors
(Moderate Experience)
Defines as-is and to-be processes for facilitation of gap analysis on business programs.
Level 4 Behaviors
(Extensive Experience)
Directs the facilitation of gap analysis to improve existing business control methods.
Level 5 Behaviors
(Mastery)
Creates gap analysis to achieve the functional competitive advantage of the business.
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)
Describes the best practices in diversity and inclusion to dismantle institutional and personal bias.
Level 2 Behaviors
(Light Experience)
Assists in promoting diversity and inclusion to create healthy workplace environments.
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-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)
Creates an environment where employees feel encouraged to share views and opinions.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Compiles a list of all the traits of effective planning to help finish the assigned tasks.
Level 2 Behaviors
(Light Experience)
Classifies assigned tasks based on the level of importance to ensure organized workload completion.
Level 3 Behaviors
(Moderate Experience)
Defines and translates objectives into specific plans to ensure understanding of organizational goals.
Level 4 Behaviors
(Extensive Experience)
Delivers training sessions to foster and maximize solid planning and organization capabilities.
Level 5 Behaviors
(Mastery)
Champions the adoption of business intelligence systems to achieve planning and organization 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.
