What are the responsibilities and job description for the Director Organizational Development position at Stoughton?
The Director of Organizational Development is responsible for leading the enterprise talent and development strategy to strengthen organizational capability, leadership effectiveness, and employee performance. This role designs and executes scalable organizational development, leadership, and training initiatives that align with business strategy and drive measurable outcomes in engagement, retention, and productivity.
As a strategic partner to senior leadership, this role provides expertise in talent planning, leadership development, organizational effectiveness, and change management. The Director integrates development programs, communication strategies, and HR technology to build a high-performing, growth-oriented organization.
Key Responsibilities
Talent Strategy & Organizational Development
- Own and lead the enterprise talent and organizational development strategy, including philosophy, multi-year roadmap, and supporting initiatives aligned to business goals
- Partner with senior leaders to identify organizational capability gaps and design targeted solutions to enhance leadership effectiveness and workforce performance
- Lead succession planning and talent review processes; build leadership pipelines and accelerate development of high-potential talent
- Design and implement leadership development programs, including coaching, assessments, and structured learning experiences
- Integrate behavioral competencies across the employee lifecycle, including hiring, onboarding, performance management, development, and retention
- Develop and manage career development frameworks that support internal mobility and long-term talent growth
Training & Leadership Development
- Lead the training and organizational development function; establish strategy and deliver programs that enable employees to perform at a high level
- Conduct enterprise training and development needs assessments; design solutions that enhance employee performance and organizational effectiveness
- Design, implement, and evaluate training programs across all levels of the organization, including leadership, frontline, and technical capabilities
- Administer leadership assessments and design programs that reinforce continuous learning and development
- Facilitate tailored development programs to address specific team, leadership, or organizational needs
- Drive ongoing improvement of training methods, leveraging multimedia platforms and innovative learning approaches
Organizational Effectiveness & Change Management
- Serve as a strategic advisor to leadership on organizational design, workforce planning, and change management initiatives
- Lead and support enterprise change initiatives, including communication strategies, coaching, and adoption plans
- Apply organizational assessment methodologies to diagnose issues and design targeted interventions to improve performance
- Identify organizational risks (e.g., culture, morale, retention, productivity) and develop mitigation strategies
- Lead or support cross-functional initiatives aimed at improving workforce performance and customer outcomes
Employee Experience & Communications
- Develop and execute communication strategies that support talent initiatives and reinforce culture and engagement
- Ensure consistent, high-impact messaging across the employee lifecycle using a broad mix of channels (digital, in-person, video, etc.)
- Partner across HR and the business to drive awareness, understanding, and adoption of talent programs and expectations
- Support onboarding and preboarding strategies to create consistent and engaging employee experience
Leadership Partnership & Advisory
- Serve as a trusted advisor to senior leadership on performance, organizational, and leadership matters
- Provide coaching and guidance on leading change, building high-performing teams, and improving organizational outcomes
- Facilitate talent discussions, leadership alignment sessions, and cross-functional collaboration
Experience & Qualifications
- Bachelor’s degree required; advanced degree preferred (Organizational Development, Human Resources, Business, Psychology, or related field)
- 10 years of progressive experience in organizational development, talent management, training, leadership development, and/or HR strategy
- Demonstrated success designing and executing enterprise-wide development strategies and programs
- Strong expertise in leadership development, change management, organizational design, and performance improvement
- Proven ability to influence and partner with senior leaders on strategic initiatives
- Experience conducting organizational assessments and translating insights into actionable solutions
- Exceptional communication and presentation skills with the ability to engage diverse audiences
- Strong project management capabilities with ability to lead complex, cross-functional initiatives
- Experience with learning platforms, HR systems, and multimedia training tools
Core Competencies
- Strategic thinking and business acumen
- Change management and organizational effectiveness
- Leadership development and coaching
- Data-driven decision making
- Collaboration and influence
- Continuous improvement mindset
Success Profile
- Builds scalable leadership and development programs that strengthen organizational capability
- Improves leadership effectiveness, employee performance, and succession readiness
- Drives adoption of change initiatives with measurable business impact
- Enhances employee experience through intentional development and communication strategies
- Aligns talent development strategy directly to business growth and operational priorities