The Director of Organizational Development &Learning (OD&L) is a strategic leader who will support the growth, development, and effectiveness of our organization through the design and implementation of comprehensive learning, development, and talent management initiatives. The Director of OD&L will lead the strategic functions of performance management, learning and development, leadership and team assessments, external coaching practice, and talent management, including talent reviews and succession planning.

Additionally, the Director of OD&L will be responsible for supporting key culture and change initiatives, as well as supporting the design and build of innovative initiatives including the transition to a Skills Based Organization, build of a Talent Marketplace, and design of Career Journey Program. Success will hinge on strong collaborative relationships within HR and across the business, innovative thinking, and leveraging industry best practices to support the evolution of this organization into a "best in talent and learning" organization.

Essential Duties and Responsibilities:

• Leads a team of OD&L Professionals and is responsible for the design and delivery of programs that support enterprise learning, leadership and organizational development, talent management.
• Partners closely with the VP, OD&L on strategy development to ensure the successful implementation of best-in-class learning, leadership, performance, and talent management programs.
• Coaches and develops team talent to drive the execution of department plans to support the organizational strategy.
• Analyzes and presents talent and learning data to inform future planning and recommends solutions that fit the culture and enables the strategic direction of the organization.
• Establishes metrics and evaluation frameworks to assess the effectiveness and impact of learning and development programs on individual and organizational performance.
• Collaborates with HR and departmental leaders to identify organizational talent needs and career development pathways to support employee growth and retention.
• Builds strategic partnerships with internal and external stakeholders with the goal of increasing understanding of enterprise needs, industry challenges, innovative learning and development trends and best practices.
• Works closely with the DE&I Council to set and execute the DEI strategy for the organization, as well as developing a plan to measure the success of strategic initiatives, and actively communicating progress to executive team.
• Builds strong cross-functional relationships with internal departments to integrate DE&I strategies. Interacts closely with business leaders to support key projects and works directly with senior leaders to drive successful completion of tactical and strategic initiatives.
• Ensures compliance with regulatory requirements, industry standards, and ethical practices in all learning and development activities

Minimum Qualifications:

Education:Bachelor's Degree in Org Psychology/Development/Leadership, I/O Psychology, HR or equivalent mix of education and experience is required; Master's Degree Preferred

Certification: Birkman, and/or Hogan Certification required; Coaching Certification and Change Management Certification preferred.

Experience:

• 5-7 years of proven, progressive experience in developing and implementing strategies to enhance organizational effectiveness, including performance management, organizational development, learning, leadership, talent management, and change management.
• Minimum 3 years experience with demonstrated ability to lead a team of HR, OD, or training professionals effectively, with a track record of fostering a positive and inclusive work culture.

Knowledge, Skills, and Abilities:

• Excellent leadership skills, with the knowledge and experience in building team effectiveness.
• Strong understanding of adult learning principles, instructional design methodologies, and talent management practices.
• Experience designing and delivering comprehensive innovative learning programs aligned with organizational goals and objectives.
• Experience leading the Talent Management function including partnering with an HRIS team to design and deliver Talent Assessments, Talent Calibration and Succession Planning efforts.
• Experience designing learning journeys for all levels of leadership including high potential talent and executive leadership.
• Experience developing and implementing performance management systems, including goal setting, performance appraisal processes, and feedback mechanisms.
• Demonstrated ability to integrate DEI principles into organizational development and learning strategies.
• Demonstrated executive presence, influence, and negotiation skills.
• Demonstrated ability to build relationships and collaborate cross-functionally at all levels across the business.
• Experience working with a Learning Management System to design a learning architecture.
• Exceptional verbal and written communication skills to include expert presentation and group facilitation skills both in person and virtual to all levels throughout the organization.
• Proficiency in collecting, analyzing, and interpreting data related to organizational effectiveness, learning outcomes, and employee performance to inform strategic system decision-making
• Experience with project management, organized and able to prioritize multiple, complex projects ensuring each is delivered on time and on budget.
• Demonstrated ability to work in a fast paced, high-pressure environment.
• Demonstrates a growth-mindset.

Physical Demands and Work Environment:

• While performing the essential duties of this position, an employee would frequently be required to stand, walk, and sit.
• Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus.
• The noise level in the work environment is usually moderate.
• Our company offers a dynamic hybrid work arrangement, which requires three days of on-site work, in the Sugar Land, TX office.

Disclaimer:

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

Texas Dow Employees Credit Union is an equal opportunity employer, dedicated to a policy of non-discrimination in employment on any basis including race, color, age, protected veteran status, sex, religion, disability, genetic information, national origin or other status protected by federal, state or local law. Consistent with the American Disabilities Act, applicants may request accommodations needed to participate in the application process.