Gunnison Valley Health

Receive alerts when this company posts new jobs.

Similar Jobs

Job Details

Organizational Development Specialist

at Gunnison Valley Health

Posted: 6/10/2019
Job Status: Full Time
Job Reference #: 1159

Job Description


Gunnison, CO

Full Time

Work Hours: Mon-Fri, 8a-5pm

1/24/2019

The Talent, Learning, and Organizational Development Specialist serves as a leader, catalyst, and consultant for Organizational Development and training and development initiatives at GVH. Establishes, develops and implements Gunnison Valley Health’s Organizational Development, Change Management, Culture of Learning, and Learning Technology strategies to help employees and leaders be more effective in their roles, help our people thrive, and to ultimately fulfill our mission. The Specialist will be responsible for developing and implementing programs that cultivate improvement through employee training and education initiatives and aligns our workforce with our mission and key organizational strategies, initiatives and goals. The Specialist will be responsible for assessing, analyzing, designing, developing and implementing a number of OD initiatives and training interventions including facilitation and coaching of leaders and staff.
 
Some early mornings and evenings as needed for training needs.

POSITION QUALIFICATIONS

Education: Bachelor’s degree in organizational development or a related field. Master’s degree in organizational development preferred.
 
Experience:  Five years of professional experience in assessing, designing and delivering OD interventions. Ability to conduct needs assessment for training opportunities. Experience of progressively increased responsibilities for talent development related experience including areas such as leadership development, talent management, organizational development, education / training, and project management required. Experience managing people and building high performance teams required. Experience working with all levels of leaders, including executive leaders required. Demonstrated strong interpersonal skills; excellent written and verbal communication skills. Ability to retain high professional standards of confidentiality. Demonstrated strong customer service orientation and philosophy. Ability to work through complex issues and provide solutions. Ability to work independently and effectively. Demonstrated experience consulting with leaders on real-time problems. High level of ownership in work; ability to design and see things through from strategy to details. Skilled training content creator, presenter, facilitator, and communicator. Demonstrated ability to drive change in a complex organization. Healthcare experience preferred.
 
Licenses/Certification: PHR or SHRM-CP preferred.

ESSENTIAL FUNCTIONS
  1. Organization Development
    • Analyze complex systems, identify areas for improvement and assist in implementation efforts.
    • Plans and facilitates interventions including all phases from needs assessment through design and evaluation.
    • Provides direction, consultation and assistance to leadership in their efforts to improve their areas.
    • Performs analysis/review of units requesting feedback or enhancement.
    • Consult with management and other leadership to identify and improve business processes.
    • Diagnose and find solutions, in partnership with others, for potential organizational concerns.
    • Serves as confidential sounding board and guides leaders through a resolution process.
  2. Leadership and Staff Development
    • Develops and delivers training needed for organizational effectiveness and facilitates current training programs for leaders and staff.
    • Identifies leadership development needs to improve organizational effectiveness.
    • Identifies, plans, and facilitates organizational change.
      Lead performance management process that includes creating development plan, providing feedback, performance evaluations. 
  3. HR Team Member
    • Partner with all members of the Human Resources department to be a vibrant presence in the organization, embodying and championing GVH Mission and ICARE Values.
    • Collaboratively work with HR teammates to assess and create customized solutions for succession planning and other workforce planning and development needs. May be requested to work with Board of Trustees on executive succession planning.
    • Serve as a member of the larger HR team on projects as needed.
  4. Works on advanced, complex projects with limited supervision.
  5. Stays well-informed of relevant skill and qualification levels required for staff to ensure compliance and effective performance. Distributes requirements and relevant information to the organization as appropriate. 
  6. Identifies, selects and oversees relationships with external training and accreditation bodies, agencies and providers necessary to deliver required training to meet standards.
  7. Provides training and logistical support to multiple departments and assists with course development, delivery, evaluation, process measurements, scheduling and cost management.
  8. Organizes training venues, logistics, transport and other accommodations as required to achieve efficient training program attendance and delivery. Builds and maintains relationships with vendors for development and implementation of external training programs. Plans and delivers training courses personally when suitable to compliment training provided internally or externally by others. Ensures all training activities and materials meet the requirements set by relevant organizational and statutory policies including health and safety, employment and federal and state laws. 
  9. Identifies and evaluates future and current training needs through job analysis, career discussions and consultation with directors/managers/supervisors. 
  10. Assist with effective on-boarding and orientation sessions.
  11. Supports leaders through employee relations processes and discussions. Provides coaching to leaders and serves as a facilitator when necessary.
  12. Partners with the CFO and Controller to assist with the annual FTE budget and position control from an organizational development perspective.
  13. Learning Strategy Philosophy & Practice: Responsible for establishing a consistent and effective method to build and implement Learning Strategies for complex initiatives.
  14. Instructional Design & Curriculum Management: Establishes the practice and philosophy for instructional design. Oversees core curricula development, content, marketing, and organizational alignment. 
  15. Organizational Development (OD): Establishes the practice and philosophy for OD and builds this skill in OD practitioners across the organization. Employs OD strategies to consider the big picture when implementing complex initiatives.
  16. Change Management: Establishes the practice and philosophy for leading change and builds this skill in leaders across the organization. Employs Change Management strategies when implementing complex initiatives.
  17. Learning Governance: Leads activities that govern how learning is implemented, how mandatory education is determined, and how learning standards are implemented.
  18. Learning Technology: Provides thought leadership on innovative learning technologies, multimedia production. Oversees implementation, standards, and use of learning technologies.
  19. Consults with other leaders on learning and development needs. Employs a performance consulting mindset to get to the root cause of development needs.
  20. Works with other leaders and stakeholders in the development and implementation of learning and development initiatives to ensure alignment with organizational priorities and culture. Partners with other Educators within the health system to systematically identify training needs, appropriate timeframes, and appropriate rollout.
  21. Represents GVH positively in the community. Represents learning and development in system initiatives and advocates for continued development of all employees.
  22. Evaluates the effectiveness and efficiency of learning and development programs.     
  23. Serves as a partner and/or mentor to other learning and education professionals within the health system. 
  24. Creates business cases to support the learning and development needs of the organization. Sets, measures, and reports on expected outcomes/goals to demonstrate progress/success.     
  25. Provides leadership and expertise in the screening and selection of external vendors and consultants to support learning and development work. Establishes quality expectations and assures that vendors meet delivery and quality criteria.     
  26. Serves as lead on managing our Learning Management System. Evaluates our utilization and effectiveness to ensure we are utilizing it to its full potential. Identifies ongoing education for various departments and skill sets throughout the organization. Partners with Clinical Educator on LMS administration.
  27. Facilitates GVH’s performance management process and annual cycle of evaluations. Works in Performance Manager to complete the technical aspects of annual goal schedule and performance evaluation schedule. Provides training to Leadership on the GVH expectations for Performance Management, ongoing feedback, rounding, the disciplinary process vs. coaching, and best practices in performance evaluations
  28. Facilitates Annual Goal Setting cycle processes from Executive Team through Staff level alignment. Provides training to Leadership on the goal setting process. Coordinates goal setting cycle in Performance Manager. Monitors goal setting tasks throughout health system and helps educate leaders. Facilitates annual Goal Setting Workshop for leaders.
  29. Facilitates annual Employee Engagement survey and mid-year Pulse survey. Creates and executes an action plan for rolling out results, facilitating focus groups, leadership action planning, and communication rollout.
  30. Serves as a trainer for the DNA of Leadership program and facilitates coordination of initial education of GVH Leadership team as well as a process for ongoing facilitation for new leaders.
  31. Assesses Leadership Development needs then plans and coordinates quarterly Leadership Development days each year. May either use own skills as a trainer to facilitate specific trainings, or partner with external resources depending on topic.
  32. Owns the quality of the GVH Onboarding process for new staff and leaders. Assesses current processes and facilitates improvements based on best practices. Creates a new and improved Leadership onboarding process that brings leaders onboard with the GVH Leadership standards and philosophies. 
  33. Organizes and implements a 30/60/90 day check-in and stay interview process with new hires across the organization with goal of improving engagement and retention.
  34. Organizes and facilitates the 90 Day Feedback session Luncheon every other month for new hires to meet with the CEO & HR.
  35. Manages the ExitRight Exit Interview process and relationship. Provides quarterly updates to the Executive Team regarding feedback we’re receiving and any trends identified. Partners with the Executive over each department to address any concerns with the leader of each area.
  36. Participates in drills and emergency response training
  37. May be called in for GVH disaster response.
  38. Other duties as assigned.

Application Instructions

Please click the link below to apply for this opportunity. You will be directed to our online application. We look forward to hearing from you!