Organizational Development Specialist

The Organizational Development Specialist has responsibility for assisting with creating and deploying organizational development strategies that enhance Orange County Clerk of Court’s capabilities and ensures it has the talent capable of meeting current and future business needs. Oversees and coordinates organization wide efforts to ensure that performance management programs are developed and managed with a focus that sets priorities for improvements aligned to ongoing strategic imperatives. Engages with managers to proactively assess and analyze needs in all areas of strategic organizational development and effectiveness; including, but not limited to: organizational design, performance management, talent planning, succession planning, competency modeling, team effectiveness, change management, and aligning talent and organizational development best practices with Orange County Clerk of Court’s strategy.  

Essential Duties

Employees performing in this job function may perform some or all of these duties. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.

• Consult with management on performance, organizational, and leadership matters and conducts needs assessments to determine measures required to enhance employee job performance; 
• Assist with redefining processes that promote or enable development and leadership performance and assists in aligning leadership development, performance management, succession management/planning and other initiatives with identified short and long-term goals; 
• Partner with Talent Management and Organizational Development team to provide input into the development of management strategies, identify gaps, and plan processes to support business initiatives;
• Assists with delivering change leadership strategies and designs change management support tools;
• Assists with development and implements non-technical talent enhancement activities for all levels of employees, to include, but not be limited to: knowledge transfer, on-boarding, and other activities identified as high strategic priorities;
• Assist with the development, cultivation, and reinforcement of each employee’s strengths to reach new levels of skills, knowledge, and abilities;
• Assist with leading managers and senior leadership through various talent development programs including talent assessments, succession and development planning, performance management and consulting, objective setting, leadership development, and engagement surveys and action planning;
• Oversee competency modeling activities to create job descriptions, performance evaluations, development tools to address competency deficiencies and behavioral interviewing guides;
• Work with managers and employees to chart a course for career path and career development by discussing short and long term career objectives and mapping the required competencies needed to work toward targeted career goals;
• Performs job analysis and competency modeling activities;
• Catalog competencies and maintain competency library;
• Manages the creation and maintenance of accurate job descriptions with roles, duties, and responsibilities;
• Oversees the evaluation of positions updates job competencies and maintains job descriptions;
• Track and maintain job descriptions and post updated JD’s to the master file in Knowledge Management;
• Assigns position classifications and regularly audits positions;
• Work within Deltek to posting new/revised job descriptions, etc.;
• Assists with implementing effective methods to enhance employee performance;
• Assist with developing and implementing performance management to drive employee accountability;
• Own the Performance Management process:
  • Continue to enhance the use of Performance Management technology; Monitor, evaluate, and report on the effectiveness and efficiency of the performance management system and programs;
  • Oversee launching and reviewing performance evaluations
  • Monitor the performance appraisal process.
• Participates in annual review cycle by attending roundtable sessions and maintain organization wide ratings;
• Work closely with the Manager, Organizational Development on performance management of goal setting;
• Assist with Performance Improvement Plan (PIP) tracking;
• Update and maintain the Performance Management and LMS modules in Deltek;
• Assist with managing the annual succession planning process;
• Assist in creating organizational training plans, as well as career path models;
• Assists with organizational development and training efforts;
• Must be able to travel to all work locations including outlying branches;
• Perform other functions, duties and conduct special projects and/or research as assigned.

Competencies

• Accountability: Takes ownership and initiative to follow issues and problems through to resolution. Accepts responsibility for the consequences of actions and choices; thinks before acting and considers how others in the organization will be affected; doesn't make excuses, blame others for mistakes or take credit for others' achievements.
• Communication: Organizes and expresses ideas and information clearly, using appropriate and efficient methods of conveying the information. Communicates effectively both upward and to staff.
• Decisiveness: Gathers sufficient information to make an informed decision and approaches the decision with the appropriate sense of urgency. Considers the short-term impact of decisions, including risks and the reaction of others. Takes a long-range and big-picture view of the potential consequences and outcomes to the organization our customers/stakeholders and partners. Weighs options and makes timely decisions.
• Encouraging Customer Focus: Sets an example by demonstrating a high level of customer service. Encourages others to focus on the customer, whether internal or external. Fosters an environment where customer service is priority.
• Managing Performance: Ensures that employees understand the performance standards expected of them. Works with the employee to resolve performance problems. Takes timely and appropriate corrective/disciplinary actions with employees when necessary.
• Organizational Cooperation: Seeks out opportunities to share knowledge and best practices or lessons learned, both within and across the division and shares staff resources whenever possible. Collaborates with others to streamline processes or to enhance customer service.
• Negotiating skills: Using compelling arguments to gain the support and commitment of others.
• Process Improvement: Identifies ways to improve efficiency and quality of one’s work.
• Interpersonal Savvy: Relates openly and comfortably with diverse groups of people.
• Attention to Detail:  Achieves thoroughness and accuracy when accomplishing a task through concern for all the areas involved.
• Action Oriented:  Taking on new opportunities and touch challenges with a sense of urgency, high energy, and enthusiasm.
• Decision Quality:  Making good and timely decisions that keep the project and organization moving forward.

Knowledge, Skills and Abilities

• Demonstrate knowledge of Organizational Development, Organizational Effectiveness, Change Management, and Performance Management;
• Succession planning and management;
• Performance management implementation and administration;
• Must have a strong capability in driving efficiencies in the use of technologies, processes, and workflows;
• Able to establish and maintain highly effective working relationships with all levels, both internally and externally;
• Model trustworthiness and highly ethical behavior and the ability to hold/protect confidential information;
• Demonstrate exceptional interpersonal, leadership and communication (written and verbal) skills;

• Demonstrate strong skills in complex problem solving;

• Work in a fast-paced environment meeting commitments and deadlines.

Minimum Qualifications

Required:

• A Bachelor's Degree in Organizational Development, Human Resources, Business Management, Industrial Organizational Psychology, or related area is required with minimum of 5 years of organization development, performance management, competency modeling and job analysis, succession planning, organizational effectiveness, change management, or Human Resources Generalist experience.
• Demonstrated ability to work well one-on-one, closely with senior management and on teams.
• Excellent facilitation and presentation skills required.
• Must be very "hands on," relational and demonstrate leadership by example.
• SHRM or HRCI Certified Professional (SPHR/PHR or SHRM-CP/SHRM-SCP), Certified Professional in Learning and Performance (CPLP) preferred with the ability to obtain certification within one year of hire;  

Preferred:

• Master's degree in Organizational Development, Organizational Leadership, I/O Psychology, or related area or related certification.

Computer Equipment and Software Requirements:

• This position requires proficiency working with a personal computer in Windows environment and utilizing word processing (MS Word, Excel, Power Point), Survey Gizmo, Learning Management Systems, and Human Resource Information Systems.

Working Conditions:

• This job may involve occasional exposure to some disagreeable elements such as dust, noise, cold, etc. Accidents are improbable other than minor injuries.

Physical Requirements

• This job requires constant sitting, speaking and hearing. This job requires constant typing, writing, and reading. This job requires frequent standing and walking. This job may require occasional reaching over head and lifting up to twenty-five (25) lbs.