HR - Organizational Development Specialist - Full Time

Job Summary:

The Organizational Development (OD) Specialist is an entry level role responsible for the delivery and operational support of foundational organizational learning programs across the health system. This position facilitates standardized weekly hospital orientation and training experiences that reinforce Erlanger's culture, High Reliability Organization (HRO) principles, patient experience expectations, and customer service standards. Working under the direction of the Organizational Development Manager, the OD Specialist executes established curriculum and supports onboarding operations.

Education:

Required:

• Bachelor's degree in Organizational Development, Education, Human Resources, Healthcare Administration, Nursing, Psychology, or a closely related professional discipline

Preferred:

• Master's degree in a related field
• Healthcare or clinical education background

Experience:

Required:

• Minimum of 0-3 years of progressive experience in training delivery, facilitation, adult education, workforce development, or organizational learning roles requiring professional judgement
• Demonstrated experience independently facilitating learning programs and adapting instructional approaches based on audience, organizational priorities, and operational needs
• Experience exercising discretion in classroom management, learner engagement strategies, and instructional adjustments in both in-person and virtual settings

Preferred:

• Healthcare, clinical education, or regulated-industry experience

Skills:

• Advanced facilitation skills grounded in adult learning theory and professional instructional practice
• Strong verbal, interpersonal, and professional communication skills required to influence learner behavior and reinforce organizational standards
• Proficient in learning technology, Learning Management Systems (LMS), and virtual facilitation tools.
• Demonstrated ability to manage time, coordinate multiple learning activities, and meet operational deadlines independently
• Consistently role-models organizational values and professional standards

Attributes:

• Maintains a professional presence and credibility as a learning professional
• Demonstrated accountability, reliability, and sound judgement in program execution
• Adaptable within structured learning programs while maintaining compliance with organizational standards
• Collaborative contributor who applies professional discretion while supporting system-wide learning objectives.

Competencies:

• Independently facilitates standardized organizational orientation and training programs that impact employee readiness, patient experience, and organizational culture
• Exercises discretion and independent judgement in:
• Managing group dynamics and learning outcomes
• Applying adult learning principles to ensure comprehension and engagement
• Supporting onboarding operations and coordinating learning activities
• Applies established organizational policies, High Reliability Organization (HRO) principles, and customer service standards while determining appropriate real-time instructional responses
• -Provides professional input and feedback to organizational development leadership regarding training effectiveness and learner needs
• -Works under general supervision with latitude to prioritize tasks, coordinate logistics, and execute programs without direct day-to-day oversight.

Position Requirement(s): License/Certification/Registration

Required:

• No license required

Preferred:

• Professional certifications in training, learning and development, or organizational effectiveness preferred
• Active Registered Nurse (RN) license preferred for roles supporting clinical education

Department Position Summary:

The Organizational Development Department is dedicated to enhancing the effectiveness and efficiency of our organization through strategic initiatives focused on talent management, leadership development, and organizational change. Our mission is to foster a culture of continuous improvement, collaboration, and innovation, ensuring that our workforce is equipped to meet both current and future challenges. By empowering our employees and enhancing organizational performance, we aim to maintain a competitive edge and ensure adaptability in the face of evolving market demands.

Key Responsibilities:

• Talent Development Strategy: Collaborate with senior leadership to develop and implement talent development strategies that align with organizational objectives. This includes identifying key skills and gaps, conducting regular assessments of learning and development needs, and ensuring that development programs drive business success.
• Learning Program Development: Design and implement engaging, high-quality learning programs that adhere to adult learning principles and instructional design best practices. Collaborate with subject matter experts to create content that drives meaningful skill acquisition and performance improvements.
• Training Program Oversight: Manage and enhance training programs across multiple formats to drive positive behavioral change and performance improvements. Ensure training content remains current, relevant, and impactful to address both immediate and long-term organizational goals.
• Leadership Development: Implement leadership development initiatives that nurture managerial growth and elevate the skills of front-line staff. These programs are designed to strengthen leadership at all levels, supporting organizational growth and increasing overall capabilities.
• Performance Management & Succession Planning: Oversee performance management systems, collaborating with managers to address performance challenges. Develop and implement succession planning strategies to ensure a strong talent pipeline for key roles within the organization.
• Employee Engagement & Retention: Design and implement programs aimed at boosting employee engagement and retention. Analyze survey results and other feedback to drive culture improvement initiatives and ensure the organization remains a great place to work.
• KPIs and Evaluation: Establish key performance indicators (KPIs) to assess the effectiveness of talent development initiatives. Analyze feedback and performance data to continuously improve learning programs and development strategies.
• Vendor and Budget Management: Oversee the selection of external vendors for training delivery and manage resources effectively. Develop and monitor the talent development budget, ensuring cost-effectiveness and alignment with organizational priorities.
• Team Leadership: Lead a team of learning and development professionals, providing coaching, mentoring, and performance reviews. Set and monitor team goals to ensure optimal results and continuous professional development within the department.
• Compliance and Record Keeping: Ensure compliance with legal and regulatory training requirements while maintaining accurate records for accreditation and audit purposes.

By executing these responsibilities, the Organizational Development Department plays a key role in developing the skills, capabilities, and engagement of our workforce, helping the organization remain agile, competitive, and prepared for the future.

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