Senior Organization Effectiveness Specialist

Minimum Pay Rate: $119,641.60

Maximum Pay Rate: $158,433.60

Civil Service Status: Non-Civil Service 

Posting Type: Open 

Hiring Manager: Angela Hutson 

 

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 collaboratively across People Services & Strategies (PS&S) oftentimes serving as a liaison between PS&S and the business.

The successful candidate's primary clients will be SMUD's Energy & Delivery Operations (ED&O) leadership team members which includes many leaders of SMUD's field crews. As the largest group at SMUD, this position will partner with another Senior Organizational Effectiveness Specialist/Business Partner to provide support across ED&O.

The main work groups in ED&O are: Line Assets; Substation, Telecommunications, and Meter; Transmission Planning & Operations; Distribution Planning & Operations; Environmental, Safety, and Real Estate; Strategic Services and Project Management Office; and Operational Excellence.

 

This posting intends to fill a twelve (12) month limited term position. This posting will remain open until a sufficient quantity of qualified applicants have been received but may close at any time without notice after 1/9/2024. Applicants are encouraged to apply early to ensure they are considered.

 

See "Cover Letter Requirement" section below.  Please address those questions in your cover letter.  Failure to respond to the questions may preclude you from moving forward in this process.
 

Cover Letter Requirement

Please respond to the following question(s) in your cover letter. Failure to respond may preclude you from moving forward in this process. Please do not indicate “refer to resume” as a response to the questions as it will be viewed as incomplete.

1. Describe a time when you facilitated a solution requiring cross-functional alignment and collaboration?  
2. Please describe your experience supporting an organizational change. Specifically describe your role, contributions and outcomes of that effort.  What challenges or barriers did you encounter and how did you approach them?

Purpose

The Organization Effectiveness Specialist will be a member of the People Services & Strategies team, and when this position is in the Business Partners role, may directly support an Executive and her/his leadership 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 leadership 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 lead role may direct, guide and coordinate the work of other OE staff. In conjunction with department leadership may assist in the development, implementation and managing of department goals, objectives, policies and priorities. May assist or lead in selecting, training, motivating, evaluating and developing other department personnel and ensures 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 de