As a key member of the Talent Management team, the Senior Director of Organizational Development assesses, designs, and deploys a strategic approach to talent management that builds organizational capability aligned with BCH strategic priorities. This role partners closely with the VP of Talent Management, HR Executive Team, HRBPs, and cross-functional stakeholders to strengthen enterprise mindset and performance. Focus areas include performance accountability, employee engagement, succession management, high-potential and emerging leader development, team effectiveness, and overall organizational effectiveness and growth. Success in this role requires strong collaboration, learning agility, adaptability, and systems thinking.

Key Responsibilities

Employee Experience & Engagement

• Partner with stakeholders to shape the enterprise employee experience strategy, philosophy, framework, and programs, including recognition.
• Lead employee engagement and lifecycle strategies, including surveys, vendor management, insights, action planning, and system-wide priorities.
• Leverage integrated analytics to generate insights across workforce experience, patient experience, and clinical/safety outcomes.

Performance, Succession & High-Potential Development

• Optimize performance management as a strategic capability; guide philosophy, learning programs, and continuous improvement while enabling HR to coach leaders.
• Partner with Talent Management leaders to develop frameworks supporting a coaching culture, leadership development, HiPo pipelines, and emerging leaders.
• Lead enterprise talent review and succession planning in partnership with HRBPs, leveraging AI and Workday to map critical roles and retention risk.
• Oversee assessment strategies for HiPos, successors, and key contributors, including 360-feedback approaches.
• Manage enterprise talent assessments in Workday, ensuring processes and development tools are clear, repeatable, measurable, and outcome-driven.
• Lead the executive coaching program to deliver high-quality, results-focused engagements.
• Design and report on OD and leadership development metrics and dashboards demonstrating business impact.

Strategic Talent Partnership & OD

• Identify organizational pain points and design scalable talent management solutions.
• Establish standards for team development; assess, design, and deliver customized leadership team engagements and measure outcomes.
• Serve as a senior partner to Employee Relations to proactively support interventions and systemic improvements.
• Support HRBPs with strategic talent planning and change management initiatives at local and enterprise levels.
• Act as a trusted advisor and thought partner to HRBPs on OD and organizational change to support business growth.

Qualifications Required

• Bachelor’s degree required; Master’s preferred in Organizational Psychology, Organizational Development, Human Resources, or related field.
• Minimum 15 years of related experience, including at least 5 years managing staff.
• Deep expertise in leadership development, organizational effectiveness, team performance, and complex team dynamics.
• Experience designing and delivering senior and executive-level (SVP/EVP) development.
• Proficiency with performance management, succession planning, talent reviews, HiPo development, competency models, and 360-feedback programs.
• Certification in one or more psychometric and team assessments (e.g., Hogan, MBTI®, DISC, Birkman, TKI, Lencioni); coaching certification preferred.
• Strong analytical, communication, facilitation, and presentation skills; ability to manage complex stakeholder dynamics.
• Demonstrated ability to write and deliver high-quality proposals, assessments, reports, and executive-level materials.
• Commitment to staying current in OD, talent management, and leadership development, with a strong orientation toward innovation and continuous learning.
• Please submit a cover letter with your application