Senior Organization Effectiveness Specialist

Minimum Pay Rate: $119,641.60 

Maximum Pay Rate: $158,433.60 

Limited Term Position: No 

Civil Service Status: Civil Service 

Apply by Date: 06/25/2024 

Posting Type: Open 

 

Open until filled - This posting may close at any time without notice after 06/25/2024 so you are encouraged to apply early.

 

This posting intends to fill one (1) regular full-time vacancy AND establish an eligibility list that may be used to fill future vacancies for up to two (2) years.

 

A Senior Organizational Effectiveness Specialist is a strategic business partner to his/her leadership team(s) - providing expert advice on organizational culture, employee communication, organizational effectiveness, change management, leadership development, employee engagement, and human capital strategies such as strategic workforce planning, succession planning and performance management.
The focus of the role is always strategic, as the position is influential in shaping people strategies. At the same time, the role often requires hands-on tactical support for implementation and is expected to partner with People Services & Strategies (PS&S) oftentimes serving as a liaison between PS&S and the business.

 

 

Purpose

The Organization Effectiveness Specialist will be a member of the Workforce, Diversity, and Enterprise Partnership  team, and may directly support an Executive and their management team. Provides expert consulting and support to people and organizational effectiveness strategies, including organizational culture and engagement, employee communication, organization design, change management, process improvement, executive and supervision development, and human capital strategies such as strategic workforce planning, succession planning, and performance management.

Nature and Scope

This is the senior/subject matter expert level within the series. Incumbents in this role may direct, guide and coordinate the work of other Organizational Effectiveness (OE) staff. In conjunction with department management may assist in the development, implementation and managing of department goals, objectives, policies, and priorities. May assist or oversee in selecting, training, motivating, evaluating, and developing other department personnel and ensure that department strategic objectives and priorities are achieved and coordinated with other departments.

Duties and Responsibilities

• Serves as a technical and subject matter expert responsible for planning, developing, and implementing short- and long-term strategies to drive business performance and ensure SMUD is a great place to work for all employees.   
• Change management: Partners to support current and future organizational needs. Creates clear and strategic process to prepare for, manage and reinforce change. Provides tactical support to ensure employee stakeholder input and effective change communications. Teaches methods to manage resistance to change and articulates the benefits of organization change. Champions agile, collaborative, and consultative approach throughout change efforts. Facilitates internal collaboration across all subject matter processes.
• Employee engagement and culture: Acts as a strategic partner and trusted coach to help leaders create a healthy, engaging, and inclusive culture. Assists leaders in embedding desired practices that support strong communication, collaboration, accountability, and trust. Consults with supervision and teams on engagement measurement and strategies.
• Leadership and team development: Provides team effectiveness facilitation and consulting support to leadership. Coaches leaders in development of their problem-solving, team building, conflict resolution, and related management skills. Provides input to and alignment with enterprise management development strategies. Facilitates succession planning talent reviews. Provides advice and coaching to supervision on performance management and involvement of Employee Relations.   
• Strategic workforce development: Conducts strategic workforce planning and performs gap analysis to assess talent alignment with current and future business needs. Identifies appropriate organization development opportunities. Processes change initiatives. Develops tactics and teams needed to bring projects to fruition while ensuring best practice is shared and alignment is driven where appropriate.    
• Organization design and development: Provides consulting support to reshape organizational structure and roles to achieve optimal performance. Assists the business through intervention design and implementation, including training.    
• Process improvement: Identifies, develops, and executes process improvement opportunities utilizing continuous improvement fundamentals. Facilitates cross functional process improve