Senior Director Of Organizational Development

The Senior Director of Organizational Development leads and supports the development, implementation, and administration of organization-wide strategies, programs and projects that increase organizational efficiency and capability, strengthens employee knowledge and abilities, and improves leadership competence. Provides enterprise design, implementation and oversight for organizational design, performance management, talent management, change management, organizational culture, employee engagement, and group/team development. Establishes, monitors, and tracks trends in organizational effectiveness and development. Defines requirements and leads programs to attain strategic organizational culture objectives. Partners with organizational leaders to measure effectiveness of various initiatives aimed at building organizational capability such as: organizational design, change management, assessment of culture, and team effectiveness.

• Provides oversight and participates in the delivery of CoreCivic's performance management and talent development process. Ensures effective utilization of tools in this process and drives a culture of high performance through CoreCivic's Performance Management philosophy, process, and performance cloud system. Ensures yearly program planning, project management and program delivery is executed to ensure high-quality outcomes.
• Designs, develops, and implements organizational initiatives to measure, benchmark, and improve facility-level and enterprise-level culture and engagement. Leverages technology to analyze internal and benchmark data to inform and improve CoreCivic's culture and engagement initiatives. Directs and delivers CoreCivic's cultural assessment and employee engagement processes and projects.
• Leads CoreCivic's organizational design and re-design strategies, projects and workshops. Works with senior leaders and executives to conduct needs analysis and assessment of current state structure, and work processes aimed at better team/organizational unit outcomes. Designs approaches to address improvement areas and leads the implementation and monitoring of improvement plans with internal business teams.
• Designs, directs and implements CoreCivic's human capital change management and change communication strategy. Works with organizational leaders and CoreCivic University to build change management competence at both the individual and department/facility levels.
• Designs, directs, and implements team and unit-level needs analysis regarding team and organizational effectiveness and efficiency. Consults with organizational leaders on opportunities for improvement in team cohesion and collaboration. Develops scalable processes to leverage across the enterprise. Leads the implementation and on-going monitoring of processes.
• Advises senior leaders on opportunities for process and continuous improvement. Works with leaders and departments to identify non-value-added activity, helping to minimize inefficiencies where possible. Consults with leaders and process owners to design process changes and develop change management plans. Leads continuous improvement workshops and projects.
• Serves as the human capital lead on integration of personnel of acquired organizations, ensuring assimilation into the CoreCivic culture. Develops and leads projects related to acquisitions. Works with senior management to ensure acceptable behaviors and the adoption of CoreCivic processes. Develops and implements cultural integration assessments and leads follow up activities.
• Manages and supervises staff responsible for Organizational Development, talent management and organizational culture projects and programs. Identifies, assesses, develops, and disciplines staff as necessary.
• Domestic U.S. travel is required.

Qualifications:

• Graduate from an accredited college or university with a Bachelor’s degree in Human Resources, Business Management, or an acceptable related field is required.
• Seven years of Human Resources or Organizational Development work experience is required.
• Five years of experience in a leadership capacity is preferred.
• An MBA, Master’s Degree in Organizational Development, and PHR or SPHR certification are preferred. Experience with design, implementation, and oversight of talent management and Organizational Development programs and projects is required.
• Project management experience is required.
• Organizational design and change management experience are preferred.
• Proficiency in Microsoft Office applications is required.
• A valid driver's license is required.