<p>Posting Summary</p> <p>Logo Posting Number STA00645PO25 Job Family Academic and Professional Training and Development Job Function Organizational and Employee Development USC Market Title Organizational Development Consultant Link to USC Market Title https://uscjobs.sc.edu/titles/131848 Job Level P4 - Professional Business Title (Internal Title) Organizational & Professional Development Consultant Campus Columbia Work County Richland College/Division Division of Human Resources Department DHR Organizational and Professional Development State Pay Band 9 Approved Starting Salary $87,231 Advertised Salary Range $87,231 - $110,000 Location of Vacancy Columbia, SC Part/Full Time Full Time Hours per Week 37.5 Work Schedule</p> <p>Normal work schedule is Monday through Friday from 8:30am - 5:00pm with one hour for lunch. Must be willing to work flexible schedule in support of office operations.</p> <p>Basis 12 months Job Search Category Human Resources/Legal</p> <p>About USC</p> <p>About University of South Carolina</p> <p>From the Upstate to the Lowcountry, the University of South Carolina system is transforming the lives of South Carolinians through the impact of our eight institutions and 20 locations throughout the state. More than 50,000 students are enrolled at one of eight institutions, including the research campus in Columbia and comprehensive four-year universities in Aiken, Upstate and Beaufort. In addition, our Palmetto College campuses in Salkehatchie, Union, Lancaster and Sumter enable students to earn associate or bachelor's degrees through a combination of in-person, online or blended learning. All of our system institutions place strong emphasis on service - helping to build healthier, more educated communities in South Carolina and beyond.</p> <p>Benefits for FTE Positions</p> <p>The University of South Carolina (USC), through the State of SC and Public Employee Benefit Authority (PEBA), offers employees a valuable benefits package, including health and life insurance, generous paid leave and retirement programs. To learn more about USC benefits, access the "Working at USC" section on the Applicant Portal at https://uscjobs.sc.edu. Research Grant or Time-limited positions may be eligible for all, some, or no benefits, based on the grant or project funding.</p> <p>Position Description</p> <p>Advertised Job Summary</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>Job Related Minimum Required Education and Experience</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>Required Certification, Licensure/Other Credentials 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>Knowledge/Skills/Abilities</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>Job Duties</p> <p>Job Duty</p> <p>Operationalize the enterprise OD strategy: Translate high-level vision into scalable frameworks, toolkits, and consultation approaches for use across campuses and units-including strategic planning, workforce planning, succession planning and change management-to support unit-level and enterprise goals and the EVP.</p> <p>Partners with HR Business Partners to build capability in workforce planning, ensuring consistency and alignment with institutional talent strategies.</p> <p>Essential Function Yes Percentage of Time 20 Job Duty</p> <p>Support cultural alignment and EVP integration: Co-lead efforts to embed institutional values and the Employee Value Proposition (EVP) into leadership development, OD interventions, rewards and recognition, and succession planning frameworks.</p> <p>Analyzes system-wide employee listening (onboarding, offboarding, insight) data and partners with HR Business Partners to identify local culture gaps and recommending enterprise-level solutions that support and advance the university's cultural strategy.</p> <p>Supports the development and alignment of recognition programs with leadership pipelines and cultural transformation goals; recommends system-level practices that reinforce engagement and belonging and consults with HRBPs to embed meaningful, equitable recognition practices into their engagement strategy.</p> <p>Essential Function Yes Percentage of Time 20 Job Duty</p> <p>Advance leadership pipeline, succession and recognition strategies: Leads system-wide succession planning, leadership development, and talent readiness initiatives to strengthen the university's leadership pipeline. Develops and operationalizes scalable programs, tools and resources centered on values-based leadership, inclusive development, and coaching interventions (LEAD, ELP, PAL). Partners with HR Business Partners (HRBPs) to implement these initiatives across campuses and units, tailoring delivery to local context while ensuring consistency with institutional strategy.</p> <p>Collects and analyzes system-wide data to assess workforce readiness, identify critical roles, and uncover talent gaps. Uses insights from HRBP-led implementation and organizational listening to inform targeted development strategies and to recommend evidence-based succession solutions. Oversees continuous improvement and measurement of impact to drive strategic talent outcomes aligned with workforce priorities.</p> <p>Incorporates recognition as a strategic lever within leadership development-reinforcing cultural values, celebrating growth, and strengthening engagement as part of a holistic talent development strategy.</p> <p>Essential Function Yes Percentage of Time 20 Job Duty</p> <p>Consult across units to ensure cohesion and alignment of OD strategy: Partner with HR Business Partners and campus/unit leaders to align local and system-wide OD initiatives with institutional culture and priorities. Serve as a liaison between central OD and departments to ensure strategy adaptability, foster buy-in, and build sustainable capability at the unit level. Analyze listening data (e.g., onboarding, engagement, exit) to identify trends, address capability gaps, and recommend systemic solutions and consult on unit solutions.</p> <p>Essential Function Yes Percentage of Time 20 Job Duty</p> <p>Evaluate OD and emergent leadership programming impact and drive continuous improvement: Implement evaluation strategies (including Level 4 impact) to assess the effectiveness of emergent leadership development and OD programs and interventions, ensuring data informs design, delivery, and strategic alignment.</p> <p>Essential Function Yes Percentage of Time 20</p> <p>Position Attributes</p> <p>Employees in Safety-Sensitive or Security-Sensitive positions will be subject to pre-employment and post-employment drug testing in accordance with University policy HR 1.95 Drug and Alcohol Testing.</p> <p>Safety Sensitive or Security Sensitive No Hazardous weather category Non-Essential</p> <p>Posting Detail Information</p> <p>Number of Vacancies 1 Desired Start Date Job Open Date 08/07/2025 Job Close Date 08/28/2025 Open Until Filled No Special Instructions to Applicant</p> <p>Positions are advertised for a minimum of five (5) business days on our job website. After five (5) business days, positions can be closed at the discretion of the department at any time. This employment site is updated on a regular basis. The length of the recruitment and screening process may vary from position to position, depending upon a variety of factors. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted by phone or email.</p> <p>We are only accepting applications submitted by August 28, 2025.</p> <p>The University of South Carolina offers a valuable benefits package including but not limited to:</p> <ul> <li>Health and Life Insurance </li><li>Retirement Programs </li><li>Paid Tuition </li><li>Dependent Scholarships </li><li>Annual Leave </li><li>Sick Leave </li><li>13 Paid Holidays (including an extended December holiday) </li><li>Paid Parental Leave </li><li>Professional Development Opportunities </li></ul> <p>Click here to learn more about why you should work at USC.</p> <p>Quicklink for Posting https://uscjobs.sc.edu/postings/192769 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> <p>Supplemental Questions</p> <p>Required fields are indicated with an asterisk (*).</p> <ul> <li> <ul> <li>Do you have 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? </li></ul> </li><li> <p>Yes</p> </li><li> <p>No</p> </li><li> <ul> <li>Can you provide an example of an OD program or initiative you designed and implemented, particularly in areas such as leadership development, succession planning, or change management? How did you ensure alignment with the organization's broader goals and culture? </li></ul> </li></ul> <p>(Open Ended Question)</p> <ul> <li> <ul> <li>Describe a time when you worked with senior leaders or HR Business Partners to drive cultural change or improve employee engagement through an OD initiative. What tools or frameworks did you use, and what was the outcome? </li></ul> </li></ul> <p>(Open Ended Question)</p> <ul> <li> <ul> <li>What experience do you have with evaluating the effectiveness of leadership development or OD programs? How did you use data to inform adjustments or improvements to the program? </li></ul> </li></ul> <p>(Open Ended Question)</p> <p>Applicant Documents</p> <p>Required Documents</p> <ul> <li>Cover Letter </li><li>Resume </li><li>List of References and Contact Information </li></ul> <p>Optional Documents</p>