<p>Job Responsibilities</p> <p>Assistant Director of OD: Shape the Future of Our University's Culture and Leadership</p> <p>Are you ready to make a lasting impact on an institution's culture, leadership, and organizational effectiveness?</p> <ul> <li>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. </li><li>You'll partner with top leaders, HR, and campus stakeholders to create and implement cutting-edge Organizational Development strategies that foster succession planning, team development, and a culture of values-based leadership. </li><li>This role is key in advancing our Employee Value Proposition (EVP), ensuring our OD efforts reflect our commitment to inclusion, growth, and employee engagement. </li><li>You'll design and lead programs that integrate recognition strategies, promote desired behaviors, and build a strong sense of belonging within our community. </li><li>Lead signature programs like the Emerging Leaders Program (ELP), facilitate organizational change, and drive continuous improvement by using data to measure success. </li></ul> <p>If you're passionate about systems thinking, consulting, and empowering teams, this is your chance to help shape a thriving, future-ready university grounded in appreciation, accountability, and a shared purpose!</p> <p>Minimum and Additional Requirements</p> <p>Requires a bachelor's degree in a job related field and 4 or more years of job related experience, which may be substituted by an equivalent combination of job related certification, training, education, and/or experience.</p> <p>Preferred Qualifications</p> <ul> <li>5-7 years of experience in organizational development, leadership development, or related fields (e.g., HR strategy, consulting, or talent management). </li><li>Experience working in higher education, public-sector, or mission-driven organizations. </li><li>Certification or formal training in one or more of the following: Executive or Leadership Coaching (e.g.,ICF), Organizational Development (e.g.,ODCP), Change Management (e.g., Prosci, Kotter,OCM), Strategic Facilitation or Team Development Tools (e.g.,MBTI, DiSC, EQ-i) </li><li>Prior experience managing or co-leading succession planning efforts or high-potential leader programs. </li><li>Prior experience partnering with HRBPs or functional leaders to scale OD efforts across units or campuses. </li><li>Prior involvement in enterprise-level employee recognition or engagement initiatives, particularly those aligned with succession or leadership development efforts. </li></ul> <p>Additional Comments</p> <ul> <li>Proven experience designing and implementing OD programs such as strategic planning, team development, leadership coaching, or change initiatives. </li><li>Demonstrated success in consulting with leaders or teams to improve engagement, performance, or organizational effectiveness. </li><li>Demonstrated abilities with facilitating leadership development programs, including curriculum design, coaching, and evaluation. </li><li>Strong facilitation, interpersonal, and data interpretation skills-especially in navigating complex, multi-stakeholder environments. </li><li>Familiarity with inclusive practices and embedding culture or values into organizational development work. </li><li>Familiarity with tools for organizational diagnostics (e.g., SWOT, Force Field, Appreciative Inquiry) and engagement/pulse survey analysis. </li><li>Demonstrated abilities designing or supporting recognition programs that reinforce cultural values and leadership behaviors. </li><li>Familiarity with non-monetary recognition strategies, including manager-led recognition, peer-to-peer acknowledgments, or culture-based campaigns </li><li>Demonstrated abilities in leading or supporting program evaluation efforts (e.g., Level 1-4 Kirkpatrick, engagement surveys, succession metrics). </li><li>Understanding of Employee Value Proposition (EVP) frameworks and their connection to talent strategy and culture. </li><li>Understanding of how rewards influence motivation, retention, and cultural alignment. </li></ul> <p>EEO Statement:</p> <p>The University of South Carolina does not discriminate in educational or employment opportunities or decisions for qualified persons on the basis of age, ancestry, citizenship status, color, disability, ethnicity, familial status, gender (including transgender), gender identity or expression, genetic information, HIV/AIDs status, military status, national origin, pregnancy (false pregnancy, termination of pregnancy, childbirth, recovery therefrom or related medical conditions, breastfeeding), race, religion (including religious dress and grooming practices), sex, sexual orientation, veteran status, or any other bases under federal, state, local law, or regulations.</p>