Director, Organizational Effectiveness

Lifesaving & Life-Changing Work

A career at Mid-America Transplant means giving hope and healing to the 100,000 patients on the transplant waiting list, bringing peace to families in mourning, building a legacy for donors, and stewarding their lifesaving gifts. No matter what role you play or how challenging the work can sometimes be, we find that helping save and celebrate the lives of others often changes your own life in the process. Join the Mid- America Transplant team. It’s the toughest job you’ll ever love.

What We Do

Simply put, we help save lives — and we’re proud to say we’ve been nationally recognized for how well we do it. We conduct and fund game-changing research. We educate the public to prevent medical issues and the need for transplants. We offer grief resources to donor families. Pioneer new facilities and protocols that improve the viability of organ and tissue donations. We provide affordable, temporary housing for transplant patients and their families. Partner with community organizations to drive donor registration. We meet with schools, clergy, and local leaders to share our cause and our message. We stop at nothing because we’re the kind of people who give everything.

What You’ll Do

The Director, Organizational Effectiveness (OE) is a key leader focused on collaborating to continually improve the organization by developing and executing strategies to drive organizational effectiveness, learning & development and change management in alignment with Mid-America Transplant (MT) priorities.

You will play a critical role in building and implementing consistent frameworks, methodologies, and approaches that drive a learning and engaged culture. This is both a hands-on and leadership position with a team of four including an internal communications & change specialist as well as three instructional design specialists. This leadership requires influence without authority and strong relationship-building skills with all levels of the organization.

You’ll make an impact by:

• Working with leadership cross-functionally to deeply understand the business and proactively identify trends, challenges and action plans.

• Leading workforce planning and development efforts with your team members and leaders that are data driven, based on adult learning principles and ensure the organization has the skills and capability to meet current and future demands.
• Collaborating on internal communications and change initiatives to improve engagement and business outcomes.
• Designing and establishing consistent frameworks, methodologies, and best practices for organizational effectiveness.

KEY AREAS OF RESPONSIBILITY

Strategy & Delivery Model

• Collaborate with Operations, HR, IT, Finance, Business Intelligence, Performance Excellence and subject matter experts on workforce planning to ensure the team has the skills, capability and capacity to meet current and future demands.
• Develop a sustainable learning strategy and multi-year roadmap in support of our growth strategy, business objectives, and culture of collaboration, continuous learning and improvement.
• Establish service delivery model that delivers functional learning. Ensure the model meets the needs of the business, is based on sound instructional design & adult-learning principles, scalable, and is cost-effective.
• Work across the organization to ensure the integration of learning technologies and processes with job/skill architecture and existing HR and IT systems.
• Promote learning programs internally through robust communication and branding strategies, driving engagement for both formal and informal learning experiences.
• Utilize data analytics and reporting to track the effectiveness of training programs, ensuring continuous improvement.

Learning & Development

• Oversee onboarding program design to ensure new hire success and retention and promote alignment with company culture.

• Collaborate in cross-functional improvement initiatives to align learning strategies with key transformation and growth initiatives, building upskill/reskill plans for critical segments.
• Enhance team performance through the development of high-impact team effectiveness methods including designing and facilitating team workshops.

• Translates the current and future development needs into L&D strategies and practices that help grow emerging leaders, build excellent management and accelerates leadership competencies needed to grow the organization.

• Support coaching employees, managers and leader development.

• Builds development pathways for individual contributors in support of personal growth and talent development.

• Facilitate needs analysis, align priorities & resourcing, and set pace & budget.
• Foster a culture of continuous learning and improvement.

Internal Communications:

• Develop and implement a multi-channel internal communications strategy with consistent messaging and feedback mechanisms that ensure employees are informed, engaged, and aligned with MT’s mission, vision and values.

• Establish effective two-way communication channels. Utilize focus groups, and pulse checks to adjust as needed.

• Use storytelling to support changing employee experiences.

Change Management:

• Work with leaders to develop change leadership capability.
• Support the delivery of the full change management lifecycle for high priority initiatives. Implement strategies that maximize employee engagement, along with the tools and resources to execute.
• Work directly with key stakeholders to ensure effective transitions and to build change management knowledge and capabilities across the organization.

Organizational Design & Effectiveness:

• Collaborate with leaders to identify and address organizational alignment challenges through data collection, analysis, diagnosis and solutions.
• Support organizational design efforts to design and optimize structures, processes, and roles to meet the needs of existing and changing business needs.
• Facilitate design and implementation of operating models and organizational structures that enable an engaged and dispersed workforce.
• Champion process improvement, LEAN/Six Sigma and the Baldrige Journey.

Qualifications:

• Minimum 15 years of experience working in organizational effectiveness/development.
• Five (5) years of leadership experience in a large, complex matrixed organization. Increasing responsibility in developing, implementing and managing programs leading a team and organizational function.

• Proven ability to think strategically while executing tactically.
• Track record of collaborating successfully with all levels of the organization from the front line to executives
• Strong cognitive ability; ability to simplify complex situations; ability to make sound judgments; ability to research and analyze various types of data.
• Excellent verbal and written communication skills, including senior leader level presentations.
• Strong expertise in developing and implementing organizational frameworks and methodologies.
• Expertise in organizational design methodologies and their application in complex environments.
• Proven consultative approach that includes identifying needs, identifying deliverables, presenting results/recommendations, developing action plans, and influencing. High level of business acumen.
• Demonstrated expertise in leading major organizational change and transformation. Experience utilizing digital platforms and learning technologies for scalable, measurable outcome strongly preferred.
• Experience with mergers and acquisitions a plus.
• Deep expertise in organizational learning, program design and leadership development, with a proven track record of guiding all levels through behavioral change.
• Experience with process optimization tools and methodologies, such as Lean/Six Sigma, process mapping, continuous improvement, and/or RACIs is preferred.
• Master’s degree in industrial/organizational psychology, organizational development, organizational effectiveness, or a related field is strongly preferred

What We’ll Bring

• Health insurance premium option at zero out of pocket for single coverage, eligible on your first day
• 401(k) Retirement Match - offering up to a 5% match of annual salary starting the 1st day of the month following your start date
• 401(k) Retirement Plan – offering up to another 9% contribution of your annual salary after one year
• Paid Life Insurance – four times your salary
• Paid Long Term Disability
• Annual incentive plan in addition to annual salary increases
• Tuition Reimbursement

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)