State of South Carolina
Organizational & Professional Development Consultant
State of South Carolina, Columbia, South Carolina, United States
Assistant Director of OD: Shape the Future of Our University’s Culture and Leadership
Are you ready to make a lasting impact on an institution’s culture, leadership, and organizational effectiveness?
As the OD Practice Leader, you’ll co-own the execution of our OD strategic goals, ensuring consistency and driving large-scale, transformative initiatives across the university system. You’ll partner with top leaders, HR, and campus stakeholders to create and implement innovative Organizational Development strategies that foster succession planning, team development, and a values-based leadership culture. This role is crucial in advancing our Employee Value Proposition (EVP), ensuring our OD efforts reflect our commitment to inclusion, growth, and employee engagement. You’ll design and lead programs that promote recognition, desired behaviors, and a strong sense of belonging within our community. Lead signature programs like the Emerging Leaders Program (ELP), facilitate organizational change, and use data to measure success and drive continuous improvement. If you’re passionate about systems thinking, consulting, and empowering teams, this is your opportunity to shape a thriving, future-ready university grounded in appreciation, accountability, and shared purpose!
Requirements include a bachelor’s degree in a related field and 4+ years of relevant experience, which can be substituted by equivalent certifications, training, education, or experience.
5–7 years of experience in organizational development, leadership development, or related fields (e.g., HR strategy, consulting, talent management). Experience working in higher education, public-sector, or mission-driven organizations. Certification or formal training in areas such as Executive or Leadership Coaching (e.g., ICF), Organizational Development (e.g., ODCP), Change Management (e.g., Prosci, Kotter, OCM), or team development tools (e.g., MBTI, DiSC, EQ-i). Experience managing or co-leading succession planning efforts or high-potential leader programs. Experience partnering with HRBPs or leaders to scale OD initiatives across units or campuses. Involvement in enterprise-level employee recognition or engagement initiatives, especially those linked to leadership development. Proven success in designing and implementing OD programs like strategic planning, team development, leadership coaching, or change initiatives. Ability to consult with leaders or teams to improve engagement, performance, or organizational effectiveness. Strong facilitation, interpersonal, and data analysis skills, especially in complex multi-stakeholder environments. Knowledge of inclusive practices and integrating culture or values into OD work. Familiarity with diagnostic tools (e.g., SWOT, Appreciative Inquiry) and survey analysis. Experience designing or supporting recognition programs that reinforce cultural values and leadership behaviors. Knowledge of non-monetary recognition strategies, including peer recognition and culture-based campaigns. Experience leading or evaluating programs using models like Kirkpatrick, engagement surveys, or succession metrics. Understanding of EVP frameworks and their link to talent strategy and culture. Insight into how rewards influence motivation, retention, and cultural alignment. EEO Statement:
The University of South Carolina does not discriminate in educational or employment opportunities based on age, ancestry, citizenship, color, disability, ethnicity, familial status, gender (including transgender), gender identity/expression, genetic info, HIV/AIDS status, military status, national origin, pregnancy, race, religion, sex, sexual orientation, veteran status, or other protected bases under law. #J-18808-Ljbffr
Are you ready to make a lasting impact on an institution’s culture, leadership, and organizational effectiveness?
As the OD Practice Leader, you’ll co-own the execution of our OD strategic goals, ensuring consistency and driving large-scale, transformative initiatives across the university system. You’ll partner with top leaders, HR, and campus stakeholders to create and implement innovative Organizational Development strategies that foster succession planning, team development, and a values-based leadership culture. This role is crucial in advancing our Employee Value Proposition (EVP), ensuring our OD efforts reflect our commitment to inclusion, growth, and employee engagement. You’ll design and lead programs that promote recognition, desired behaviors, and a strong sense of belonging within our community. Lead signature programs like the Emerging Leaders Program (ELP), facilitate organizational change, and use data to measure success and drive continuous improvement. If you’re passionate about systems thinking, consulting, and empowering teams, this is your opportunity to shape a thriving, future-ready university grounded in appreciation, accountability, and shared purpose!
Requirements include a bachelor’s degree in a related field and 4+ years of relevant experience, which can be substituted by equivalent certifications, training, education, or experience.
5–7 years of experience in organizational development, leadership development, or related fields (e.g., HR strategy, consulting, talent management). Experience working in higher education, public-sector, or mission-driven organizations. Certification or formal training in areas such as Executive or Leadership Coaching (e.g., ICF), Organizational Development (e.g., ODCP), Change Management (e.g., Prosci, Kotter, OCM), or team development tools (e.g., MBTI, DiSC, EQ-i). Experience managing or co-leading succession planning efforts or high-potential leader programs. Experience partnering with HRBPs or leaders to scale OD initiatives across units or campuses. Involvement in enterprise-level employee recognition or engagement initiatives, especially those linked to leadership development. Proven success in designing and implementing OD programs like strategic planning, team development, leadership coaching, or change initiatives. Ability to consult with leaders or teams to improve engagement, performance, or organizational effectiveness. Strong facilitation, interpersonal, and data analysis skills, especially in complex multi-stakeholder environments. Knowledge of inclusive practices and integrating culture or values into OD work. Familiarity with diagnostic tools (e.g., SWOT, Appreciative Inquiry) and survey analysis. Experience designing or supporting recognition programs that reinforce cultural values and leadership behaviors. Knowledge of non-monetary recognition strategies, including peer recognition and culture-based campaigns. Experience leading or evaluating programs using models like Kirkpatrick, engagement surveys, or succession metrics. Understanding of EVP frameworks and their link to talent strategy and culture. Insight into how rewards influence motivation, retention, and cultural alignment. EEO Statement:
The University of South Carolina does not discriminate in educational or employment opportunities based on age, ancestry, citizenship, color, disability, ethnicity, familial status, gender (including transgender), gender identity/expression, genetic info, HIV/AIDS status, military status, national origin, pregnancy, race, religion, sex, sexual orientation, veteran status, or other protected bases under law. #J-18808-Ljbffr