As the largest and most vibrant city in the state, Minneapolis depends on purposeful, dedicated and innovative employees. Minneapolis has a large variety of careers for people of all experiences and backgrounds who come together for a singular purpose—serving the residents, businesses and visitors of Minneapolis.
LEADERSHIP DEVELOPMENT
Design and implement leadership development programs based on sound adult learning theory, collaborate with Human Resources staff in identifying leadership development curriculum using a talent management approach to develop, engage and retain current and future leaders. Provide consulting to leadership of all levels regarding the effectiveness of their organizations and just-in-time leadership development coaching regarding their personal leadership competency and development.
CHANGE MANAGEMENT
Lead the development of the organization's capability for transformational change to fully realize the stated benefits of enterprise initiatives using sound change management practices and tools. Work with senior leaders as an advisor to the business regarding the case for change, stakeholder relationship management, resistance analysis, and design and delivery of communication plans and solutions. Changes could involve organization redesign, technology deployments, process changes and others.
ORGANIZATIONAL DEVELOPMENT
Utilize knowledge of organizational/team design, development, and dynamics to advise, develop, and deliver organizational effectiveness solutions. This could include clarifying roles and responsibilities, improving organizational success, improving group processes and more effectively managing destructive conflict.
Work Location
This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office.

1. Contribute to the enterprise by creating and implementing the leadership development strategy designed to support the changing needs of the City's workforce.
2. Implement programs and change projects for the ongoing development of current and future City leaders and staff, including acting as Program Manager to administer and implement the City's leadership program.
3. Develop and implement programs and services, working to ensure that City leaders have appropriate tools, resources and support.
4. Contribute to and use information from the collective bargaining process and other aspects of the City's workforce culture in strategy development and program design.
5. Assess leadership development needs through surveys, interviews with employees and focus groups, consultation with managers, instructors, labor relations, or department representatives.
6. Analyze, design, develop, implement and evaluate enterprise-wide leadership orientation and training programs; and apply sound adult learning theory.
7. Present information using a variety of instructional techniques or formats designed to engage the audience and promote learning.
8. Design or create leader guides, participant materials, presentation materials, and other collateral materials as needed ensuring consistency of message, sustainability of programming, and high-quality development opportunities.
9. Evaluate modes of training delivery such as in-person or virtual to optimize training effectiveness and training costs.
10. Develop testing and evaluation procedures for leadership development and training programs.
11. Implement and execute learning programs designed to cultivate leadership at all levels of the organization. (Lead/Dev)
12. Assess needs, design and implement strategies to improve department, division or team performance.
13. Partner, collaborate with, and coach HR Business Partners, Senior Leaders, and Business Customers on change methodology and how to prepare the environment for effective integration of change resources.
14. Assess customer needs using effective consulting skills to determine if the situation requires additional organization development support.
15. Consult with change sponsors to drive the creation and execution of strategies that maximize change adoption and provide ongoing coaching to these leaders as they carry out their change roles.
16. Apply change management frameworks/practices to support improved client future-state organizational design and alignment.
17. Assess the impact of change on organizations, using assessments of organizational culture, performance and readiness for change.
18. Develop and deploy user adoption/training programs to help ensure the highest possible level of employee awareness, desire, knowledge, ability and capability to reinforce changes.
19. Create and monitor change management plans as necessary for successful change adoption. This includes plans for leadership sponsor, communications, training, and organizational changes.
20. Determine evaluation strategy and metrics to provide meaningful reports and/or data that demonstrates progress toward the benefits of the desired changes.
21. Implement communication strategies in partnership with the City's Communications Department.
22. Provide leadership in the development, delivery, analysis, and action planning for the enterprise employee engagement survey.

WORKING CONDITIONS
Normal office environment

Minimum Education
Bachelor's Degree in Training and Development, Adult Learning Theory, Industrial Organizational Psychology, Organizational Behavior, Business Management, Human Resources Development, or Organizational Change Management Practices
Minimum Experience
Five years of related experience including training facilitation, organizational development consultation, change management, consulting with senior management, creating and facilitating professional development experiences, and facilitating the people change part of large change management projects.
Preferred Qualifications
Change Management Practitioner certification

Selection Process
The selection process will consist of one or more of the following steps: a rating of relevant education and experience (100%). It is important that your application show all the relevant education and experience you possess. This information will be used to determine which candidates will proceed in the selection process. A submitted application is also used to verify the answers to any supplemental questions. Only those candidates who attain a passing score (70%) on each step in the selection process will be placed on the eligible list. The City of Minneapolis Human Resources Department reserves the right to limit the number in any phase of the selection process.

Background Check
The City has determined that a criminal background check and/or qualifications check may be necessary for certain positions with this job title. Applicants may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought. Applicants who do not sign the informed consent form will not be further considered for the position.
Union Representation
This position is not represented by a bargaining unit. Review Civil Service Rules here: https://www2.minneapolismn.gov/government/departments/hr/civil-service-rules/.
 
Eligible List Statement
The names of applicants who meet minimum qualification and who pass the screening process shall be placed on the eligible list for employment consideration. This list will be certified to the hiring manager who may use the list to fill a vacancy of the same job title. This eligible list will expire two months after it has been established.
 
Interview Selection
The hiring authority reserves the right to determine the maximum number of candidates to interview from the established eligible list. If the hiring authority decides to interview other than by exam score order, they may select additional people to interview based on a candidate’s education or experience related to the field, work history, or skills uniquely related to the operational needs of the position.

1. Exceptional knowledge of and capability to assess, design, develop, implement, and evaluate multi-media adult learning and development solutions. 
2. Deep knowledge of organizational/team design, development, and dynamics and ability to apply that knowledge to advise on, develop, and deliver organizational effectiveness solutions.
3. Deep knowledge of change management principles, practices, methodologies and tools; proven experience in applying these solutions to drive sustainable business results.
4. Exceptional presentation, facilitation, written and verbal communication skills with demonstrated ability to develop compelling messaging for diverse audiences and drive groups to consensus and outcomes.