Organizational Development Specialist III

Job Summary

The Organizational Development (OD) Specialist III is responsible for supporting the strategy of the Center of Organizational Effectiveness (COE). This position strategically partners with business leaders collecting and leveraging available data to make positively impactful decisions at the individual, team and organizational level. The OD Specialist III identifies and collaborates on natural synergies with Human Resources Information Systems (HRIS), Human Resources Business Support Services (HRBSS), Talent Acquisition (TA) and Total Rewards (TR) to bring additional HR value to the entire organization. This position supports L.A. Care's leadership development and workforce development programs including but not limited to mentorship program, employee engagement, succession planning, culture transformation initiatives, competency mapping, employee resource groups, internal and external professional development opportunities by analyzing organizational needs, reviewing success metrics and reporting. This position partners with HRIS through the use of footprints and other technologies, as needed. The OD Specialist III is responsible for ongoing analysis, review, and reporting of success metrics of all employee programs and initiatives. Acts as Subject Matter Expert, serves as a resource and mentor for other staff.

Duties

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Leads continuous improvement efforts for our Center of Organizational Effectiveness. Increases efficiency and effectiveness of COE initiatives through research, presentation and implementation of cutting edge/best practices in organizational development, change and talent management techniques. Conducts appropriate needs assessment, solution determination, implementation and sustainability for teams. Partners with business leaders and client groups to design customized leadership development programs and appropriate metrics to evaluate effectiveness.

Partners with HRBPs and business leaders to assess organizational needs and align initiatives with strategic priorities. Serves as a thought partner on initiatives that impact the employee experience across the full lifecycle.

Supports the end-to-end performance management process, including goal setting, continuous feedback, year-end reviews, and performance calibration. Partners with HRBPs’ and department leaders to ensure performance management practices align with business goals, drive accountability, and support employee development. Trains and coaches’ managers and employees on SMART Goal writing, performance conversations, feedback delivery, and developmental discussions. Collaborates on updates to performance policies, tools, and guidelines to enhance clarity, consistency, and fairness across the organization.

Collaborates on the design and rollout of employee engagement surveys, action planning, and follow-up strategies. Collaborates with HRBPs and department leaders to embed engagement strategies into business unit operations and team culture. Identifies trends and gaps in engagement through data analytics and present recommendations to senior leadership with measurable action plans. Develops scalable resources and toolkits to support leaders in driving engagement locally within their teams. Provides coaching and support to leaders on how to interpret engagement data and sustain engagement through behavior and culture change.

Collaborates with HRBPs and business leaders to identify key roles, critical talent, and potential leadership gaps across the organization. Develop and maintain succession matrices, risk assessments, and talent profiles to track progress and ensure visibility across functions. Create tools, templates, and guidelines to support leaders in identifying successors and implementing individualized development plans. Aligns succession planning efforts with performance management, learning and development, and DEIB initiatives to ensure integrated talent strategies.

Duties Continued

Determines change readiness and scalable change management strategies for business. Leverages best practices from various change management methodologies to accelerate the understanding and adoption of change within the organization. Collaborates with Learning & Development to align training efforts with change goals and ensure employees are equipped for success. Serves as a thought leader and advisor on change management best practices, tools, and frameworks across the organization.

Leads the development and implementation of competency success profiles that define the skills, behaviors, and attributes required for success across roles and levels. Provides guidance and training on how to leverage competencies for hiring, coaching, and development planning.

Applies subject expertise in evaluating business operations and processes. Identifies areas where technical solutions would improve business performance. Consults across business operations, providing mentorship, and contributing specialized knowledge. Ensures that the facts and details are correct so that the project’s/program's deliverable meets the needs of the department, organization and legislation's policies, standards, and best practices. Provides training, recommends process improvements, and mentors junior level staff, department interns, etc. as needed.

Perform other duties as assigned.

Education Required

Education Preferred

Experience

Required:

At least 4 years of experience managing and implementing organizational and workforce development and talent assessment programs, mentoring programs, ERGs, change management or similar initiatives with the demonstrated experience on the following list of stated knowledge, experience and/ or skills.

Experience providing leadership development consultations and designing action plans.

Experience conducting talent assessments and development plans.

Proven experience providing effective program management.

Proven coaching experience with all levels of leadership.

Demonstrated experience introducing, socializing and driving change management efforts.

Preferred:

Experience with Qualtrics.

Experience with SAP Success Factors.

Skills

Required:

Knowledge of adult learning techniques and implementation systems.

Strong Facilitation Skills.

Proficient in Microsoft office.

Change Management skills.

Root Cause Analysis skills.

Organizational Development and Design skills.

Data Analysis skills.

Continuous Improvement skills.

Excellent verbal and written communication skills.

Excellent presentation skills

Strong familiarity in Career Development Program design and implementation.

Preferred:

Knowledge of Korn Ferry Leadership Architecture is a plus.

Familiarity with CliftonStengths.

Licenses/Certifications Required

Licenses/Certifications Preferred

Required Training

Physical Requirements

Additional Information