Senior Director, Organizational Development

• Partner with stakeholders to shape the enterprise employee experience strategy, philosophy, framework, and programs, including recognition.
• Lead employee engagement and lifecycle strategies, including surveys, vendor management, insights, action planning, and system-wide priorities.
• Leverage integrated analytics to generate insights across workforce experience, patient experience, and clinical/safety outcomes.

• Optimize performance management as a strategic capability; guide philosophy, learning programs, and continuous improvement while enabling HR to coach leaders.
• Partner with Talent Management leaders to develop frameworks supporting a coaching culture, leadership development, HiPo pipelines, and emerging leaders.
• Lead enterprise talent review and succession planning in partnership with HRBPs, leveraging AI and Workday to map critical roles and retention risk.
• Oversee assessment strategies for HiPos, successors, and key contributors, including 360-feedback approaches.
• Manage enterprise talent assessments in Workday, ensuring processes and development tools are clear, repeatable, measurable, and outcome-driven.
• Lead the executive coaching program to deliver high-quality, results-focused engagements.
• Design and report on OD and leadership development metrics and dashboards demonstrating business impact.

• Identify organizational pain points and design scalable talent management solutions.
• Establish standards for team development; assess, design, and deliver customized leadership team engagements and measure outcomes.
• Serve as a senior partner to Employee Relations to proactively support interventions and systemic improvements.
• Support HRBPs with strategic talent planning and change management initiatives at local and enterprise levels.
• Act as a trusted advisor and thought partner to HRBPs on OD and organizational change to support business growth.

• Bachelor's degree required; Master's preferred in Organizational Psychology, Organizational Development, Human Resources, or related field.
• Minimum 15 years of related experience, including at least 5 years managing staff.
• Deep expertise in leadership development, organizational effectiveness, team performance, and complex team dynamics.
• Experience designing and delivering senior and executive-level (SVP/EVP) development.
• Proficiency with performance management, succession planning, talent reviews, HiPo development, competency models, and 360-feedback programs.
• Certification in one or more psychometric and team assessments (e.g., Hogan, MBTI, DISC, Birkman, TKI, Lencioni); coaching certification preferred.
• Strong analytical, communication, facilitation, and presentation skills; ability to manage complex stakeholder dynamics.
• Demonstrated ability to write and deliver high-quality proposals, assessments, reports, and executive-level materials.
• Commitment to staying current in OD, talent management, and leadership development, with a strong orientation toward innovation and continuous learning.

The posted pay range is Boston Children's reasonable and good-faith expectation for this pay at the time of posting.

Any base pay offer provided depends on skills, experience, education, certifications, and a variety of other job-related factors. Base pay is one part of a comprehensive benefits package that includes flexible schedules, affordable health, vision and dental insurance, child care and student loan subsidies, generous levels of time off, 403(b) Retirement Savings plan, Pension, Tuition and certain License and Certification Reimbursement, cell phone plan discounts and discounted rates on T-passes. Experience the benefits of passion and teamwork.