Assistant Director Of Leadership Development And Organizational Development

• Tuition Assistance Program
• Generous paid time off (Including 5 Self-Care Days/Floating Holidays, 12 Sick Days, 15 Vacation Days, and 11 Holidays)
• Healthcare Plans (Medical, Dental, Vision, and Pet Care)
• 403(b) Plan (GSS contributes 3% of your salary to your 403(b) plan after 3 years of service, with contributions increasing over time)
• Candidates hired in this position will work in person but will have the flexibility to work remotely when program need allows

Reports to: Chief Anti-Racism & Equity Officer

Department: Anti-Racism & Equity (ARE)

Location: Hybrid

Hours: 35 hours per week, exempt

Salary: $98,000 – $107,000/Yr.

The Assistant Director of Leadership Developmen and Organization Development is responsible for helping to 1) develop the current and next generation of leaders at the agency, and 2) in collaboration with our Learning & Development subfunction, position us to be a leader in nonprofit professional development. Below are the core functions of the Director of Leadership Development, as well as additional expectations to be successful in the role.

Leadership Development

• Leadership Assessment: Function as an in-house expert on key leadership assessment tools (e.g., 360s, DISC, Workplace Big 5, Learning Styles, FIRO-B, Change Style Indicator).
• Competency Design: Develop a GSS philosophy, framework, and set of competencies for leadership and management that align with Career Maps, Performance Management and Succession Planning.
• Leadership Coaching: Help leaders develop a coaching orientation to their people-management practice. Provide direct Executive Coaching and Career Coaching when appropriate.
• Curriculum Design & Delivery: Design, launch and develop learning curricula for staff at various levels of the organization.
• Program Management: Manage and develop the Jean Goldberg Thomases Leadership (JGTL) Institute, and the three levels of Supervisory Certificate Programs. Design new leadership programming including mentoring, job coaching and communities of practice.
• Training & Facilitation: Deliver virtual and in-person full-, half-day, and partial-day training and facilitate workshops for supervisors, emerging leaders and senior leaders.
• Evaluation: Conduct training and workshop evaluations and make recommendations for improvements. Evaluate Leadership Development program effectiveness relative to desired individual and agency-wide outcomes.

Talent Planning & Management

• Talent Strategy: Deliver solutions and manage an anti-racist talent pipeline to 1) drive the agency’s Talent Strategy, 2) identify key staff and cultivate a pool of high-potential talent, 3) ensure talent readiness for all leadership and key roles, and 4) close leadership succession plan gaps as necessary.
• Career Mapping: Design and implement a cross-functional Career Map Framework that integrates with the agency’s Performance Management & Rewards system, supports its Talent Strategy, and shores up the leadership succession pipeline.\

Talent Planning and Management in Partnership with HR:

• Succession Planning: Design and lead a formal Succession Planning process that will provide the agency with a 5-year view of talent readiness for key positions and leadership roles, and a process for the Executive Team to identify and discuss talent and calibrate talent-selection decisions.
• Performance Management & Rewards: Design and operationalize a formal Performance Management & Rewards system that includes 360-style performance reviews. Ensure seamless integration with Career Mapping and Succession Planning. Train Human Resources and other key stakeholders on the new process and technologies and ensure staff at all levels of the organization adopt both.
• Staff Satisfaction Surveys: Develop an annual Staff Engagement & Retention Survey that helps HR track organization performance against benchmarks and best practices.
• Onboarding: Collaborate with the Learning & Development and Mission & Culture subfunctions, as well as HR, to create and implement an agency-wide onboarding framework and programming.
• Offboarding: Develop and maintain the agency’s Offboarding & Outplacement Services, including Exit Surveys, Exit Interviews, and Career Transition support where appropriate.

Additional Expectations:

Strategic Planning

• Vision & Strategy: Develop and drive the Organization & Leadership Development vision and strategy.
• Strategic Alignment: Align sub-functional goals to the agency strategic plan.

Project Management

• Project Planning: Create detailed, cross-functional project plans and lead the coordination of people and resources to manage work streams and complete related tasks on time and within budget.
• Organization Effectiveness & Continuous Improvement: Monitor and communicate project and deadline dependencies. Conduct after-action reviews and make recommendations for process efficiency and improved resourcing when necessary.

Strategic Communications

• Communications Planning & Management: Draft communications plans and manage points of accountability to ensure timely content delivery, reviews and approvals.
• Copywriting & Copyediting: Write, design and distribute collateral material for the subfunction. Write and edit talking points, meeting PPT decks and pre-reads, surveys, board reports, donor updates, instruction guides, promo copy, video scripts, website content, and social media posts.
• Recruitment: Lead recruitment for leadership programming and foster program alumni networks.
• Social Media Management & Awareness: Plan and launch awareness campaigns. In collaboration with GSS Communications and HR, help promote Organization & Leadership Development and Anti-Racism & Equity on social media. Share information and stories about how the subfunction and department drive equity across the organization.
• Video Production: Help shoot and edit videos for Organization & Leadership Development efforts.

Strategic Program Design & Development

• Advising: Serve as a thought-partner to the Chief Anti-Racism and Equity Officer on all matters related to organization and Leadership Development and management solutions that have an anti-racism and equity lens.
• Vendor Management: Source and manage relationships with vendors, including contracting, drafting statements of work, processing invoices, delivering orientation training, and conducting debriefs.
• Research & Development: Continue to grow the research and development component of the JGTL Institute and other programs by sharing leadership-related resources. Create innovative approaches to talent development, looking beyond conventional wisdom to create real change.

Stakeholder Engagement & Management

• Strategic Partnerships: Develop partnerships with top organizations in the leadership and management space. Connect GSS leaders with other key leadership communities within NYC.
• Focus Grouping: Lead stakeholder focus groups and lunch-and-learns for insights and feedback.
• Event Planning: Organize, manage, promote, and host Organization & Leadership Development events, including an annual leadership forum for all leaders across the agency.

Outreach

• Advocacy: Assist ARE to mobilize stakeholders and engage with policy makers and industry leaders to advance policies that can expand funding for ARE and its DEI Institute and improve equity and access for under-served and under-represented groups.
• Fundraising & Development: Support donor outreach, appeals and engagement efforts, as well as fundraising campaigns and events, and grant writing. Collaborate with Government Contracts & External Relations to secure funding for the JGTL Institute.
• Community Engagement: Assist with online and offline community and corporate engagement efforts, as well as engagement with social and racial justice professionals across sectors. This may include organizing corporate info-sessions, participating in career fairs, live-streaming events on social media, and marketing to ensure professionals participate in campaigns and events.

The Assistant Director of Leadership Development understands the need to work on additional projects as organizational priorities emerge and is willing to do so.

As a superstar candidate, you are:

• a leader who sees the bigger picture and gets to the heart of the matter
• a strategist who connects efforts to measurable outcomes
• a practitioner who works from a strength-based and trauma-informed perspective
• a coach who aims to ensure there is “a leader in every chair”
• a dynamic communicator who builds lasting partnerships and high-functioning teams
• culturally competent, emotionally intelligent, and have strong interpersonal skills
• highly flexible, can course-correct, take risks, and enthusiastically embrace change
• passionate about our mission and values; social justice; anti-racism; diversity, equity and inclusion; and community-building
• asks insightful questions

Qualifications:

• 3+ years relevant professional experience in a senior role required.
• Well-versed in leadership and management theories, frameworks, and assessment tools required.
• Knowledge of adult learning styles such as participative training design, group dynamics, interactive learning methods, and quality improvement processes required.
• Expertise in leadership assessment tools and competency designs required.
• Knowledge of talent strategy, career mapping, succession planning, and performance management required.
• Experience as an Executive Coach strongly preferred.
• Have a proven track record of initiating and implementing organization wide change, driving process improvement and leading organization development initiatives strongly preferred.
• Demonstrated expertise in Organizational Development, program management, and change management strongly preferred.
• Experience with learning management systems strongly preferred.
• Experience in strategic program design and development with an anti-racism and equity lens preferred.
• Experience in social services preferred.