KMC is looking for an Organizational Development Strategist to join the People Experience Team within the People and Culture department. This role is primarily responsible for designing and implementing strategies that drive organizational effectiveness, employee development, and cultural alignment. The OD Strategists expertise in change management, talent development, and organizational assessments will be crucial in creating programs that enhance both employee and organizational performance. The ideal candidate is innovative, dynamic, and possesses a deep understanding of organizational development principles and best practices.
An Organizational Development Strategist plays a crucial role in shaping the long-term growth and efficiency of an organization. Their focus is on designing and implementing strategies that optimize organizational structures, cultures, and processes. They work closely with leadership teams to ensure that the organization is adaptable to change, aligned with its strategic objectives, and capable of fostering innovation and development. Additionally, the role will conduct research on the latest trends and innovations in organizational development, providing insights and recommendations to improve overall workforce engagement and productivity. The role of an Organizational Development Strategist is vital for ensuring that the organization can adapt to external changes, improve internal processes, and sustain long-term success.
The main responsibilities of a Organizational Development Strategist include:
- Strategic Planning: Collaborating with leadership to create long-term organizational development plans that align with the company's mission, vision, and objectives.
- Change Management: Leading or supporting large-scale change initiatives, ensuring smooth transitions and minimizing resistance by engaging stakeholders at all levels.
- Leadership Development: Designing and implementing leadership programs to ensure that leaders are equipped with the skills needed to drive organizational success.
- Culture Transformation: Assessing and refining the organization's culture to ensure it supports innovation, collaboration, and high performance.
- Performance Management: Developing systems that measure and improve employee performance and engagement.
- Organizational Assessment: Conducting comprehensive assessments of organizational health, including structure, processes, and workforce dynamics to identify improvement opportunities.
- Talent Management: Partnering with HR to ensure talent strategies align with organizational goals, including succession planning, employee engagement, and career development.
- Data Analysis and Reporting: Utilize data and metrics to evaluate the effectiveness of OD initiatives and make data-driven recommendations. Provide regular reports on organizational development initiatives and their impact on company performance.
- Stakeholder Collaboration: Partner with senior leadership and departmental managers to ensure alignment of OD programs with organizational objectives. Provide consultation and guidance on organizational design, team dynamics, and workforce planning.
- Educational Trends and Best Practices: Stay up to date with the latest trends, technologies, and best practices in organizational development. Your insights will contribute to the evolution of strategies and methodologies within the organization.
