23 days old

Manager of Organizational Development

Orange County Clerk of Courts
Orlando, Florida 32801
  • Job Type
  • Job Status
    Full Time
  • Shift
    1st Shift

Job Overview

The Manager of Organizational Development has responsibility for the design and delivery of leadership and organizational development strategies and programs to support Orange County Clerk of Courts strategic plan and key initiatives. This position functions as an individual contributor who works across the organization and is responsible for developing strategic initiatives, tools and programs, both at an organization and individual level. This includes, but not limited to: team building, training and development, individual and organizational assessments, employee engagement, leadership and management coaching and development, succession planning, and change management. This position reports to the Director of Talent Management and Organizational Development.


Essential Duties

Employees performing in this job function may perform some or all of these duties. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.

  • Lead the development and implementation of organization-wide initiatives, prioritizing organizational efforts and resources toward development and education activities that are critical to this organization’s mission, vision, culture, values, and strategic priorities. Ensure alignment and integration of strategies, projects and programs to achieve goals.

  • Lead or consult on enterprise-wide and division-specific initiatives that contribute to the achievement of organizational goals in the following areas: leadership development and coaching, organizational assessment, employee engagement, culture building, and change management. Facilitate groups as required.

  • Contribute to the organization’s strategic planning process and activities to include designing activities or communications that keep the strategic plan and goals fresh and current for all employees. Facilitate groups as required.

  • Assist, support, and monitor development activities of succession candidates toward goal of developing "ready-now" high potential and successor candidates to meet future talent requirements.

  • Perform needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the individual and organization.

  • Consult with senior leadership and division management on the organizational design of their departments and facilitate team development or team interventions.

  • Develop an organization-level training approach and plan for leadership and management including, but not limited to: identifying leadership and management training needs and skill gaps, and facilitating/procuring effective training or workshop interventions to maximize growth and effectiveness.

  • Maximize use of content libraries and other resources.

  • Contribute to the development and maintenance of organization-wide competency frameworks.

  • Oversee the After Action Review (AAR) process by coaching AAR facilitators and facilitating AAR Debrief Sessions with Sr. Leadership to present the findings, lessons learned and open issues.

  • Oversee development, implementation and action planning for employee engagement and pulse surveys.

  • Lead, engage, and motivate a team that delivers effective coaching for managers and employees in the career development process, ensuring career development plans support the organization’s goals and objectives.

  • Demonstrate the competencies, values and commitment necessary to perform the job.

  • Conform with and abide by all regulations, policies, work procedures, and instructions.

  • Respond promptly when returning telephone calls and replying to correspondence and faxes.

  • Act, dress, and behave in a professional manner to reflect a positive image of the Clerk’s Office.

  • Must be able to travel to all work locations including outlying branches.

  • Perform other functions, duties and conduct special projects and/or research as assigned.


  • Accountability: Takes ownership and initiative to follow issues and problems through to resolution. Accepts responsibility for the consequences of actions and choices; thinks before acting and considers how others in the organization will be affected; doesn't make excuses, blame others for mistakes or take credit for others' achievements.

  • Building Team Environment: Creates an environment that encourages employees to work together as a team. Ensures that all team members know their role and that barriers to success are removed or minimized. Communicates openly with other team members and follows through on commitments.

  • Communication: Organizes and expresses ideas and information clearly, using appropriate and efficient methods of conveying the information. Communicates effectively both upward and to staff.

  • Decisiveness: Gathers sufficient information to make an informed decision and approaches the decision with the appropriate sense of urgency. Considers the short-term impact of decisions, including risks and the reaction of others. Takes a long-range and big-picture view of the potential consequences and outcomes to the organization our customers/stakeholders and partners. Weighs options and makes timely decisions.

  • Encouraging Customer Focus: Sets an example by demonstrating a high level of customer service. Encourages others to focus on the customer, whether internal or external. Fosters an environment where customer service is priority.

  • Leadership: Establishes a sense of direction and motivates staff to work together toward common goals. Helps staff understand alignment and contribution of their daily work and special projects to the organization's strategic direction and goals.

  • Managing Performance: Ensures that employees understand the performance standards expected of them. Works with the employee to resolve performance problems. Takes timely and appropriate corrective/disciplinary actions with employees when necessary.

  • Negotiating Skills: Uses compelling arguments to gain the support and commitment of others. Responds effectively to the reactions and positions of others. Negotiates skillfully in touch situations, generate win-win solutions that benefit the organization and confidently and persuasively positions views appropriates to gain support.

  • Organizational Cooperation: Seeks out opportunities to share knowledge and best practices or lessons learned, both within and across the division and shares staff resources whenever possible. Collaborates with others to streamline processes or to enhance customer service.

  • Staff (Team) Development: Takes an active role in training and developing staff, including mentoring, cross-functional assignments, job rotations, and mobility to new roles and positions. Provides consistent and regular feedback to subordinates, in a manner that encourages the desired behavior. Conducts difficult conversations, encourages questions and provides timely and specific coaching.


Knowledge, Skills and Abilities

  • Demonstrate extensive and current knowledge of Organizational Development, Organizational Effectiveness, Change Management, Leadership Development, and Strategic Planning.
  • Possess a solid understanding of Talent Management/HR functions, Business Process, and Knowledge Management.
  • Possess a strong capability in driving efficiencies in the use of technologies, processes, and work flows.
  • Demonstrate depth of experience in leading complex cross functional projects.
  • Demonstrate ability to work successfully in a matrixed management role with no direct reports
  • Able to employ solid decision-making skills.
  • Able to establish and maintain highly effective working relationships with all levels, both internally and externally.
  • Model trustworthiness and highly ethical behavior and the ability to hold/protect confidential information.
  • Demonstrate exceptional interpersonal, leadership and communication (written and verbal) skills.
  • Has demonstrated ability to translate and scale complex concepts into actionable processes and projects that fit the organization’s size, maturity, and capacity for change.
  • Demonstrate strong skills in complex problem solving.
  • Ability to manage change and to assess and shape culture of the organization.

  • Work in a fast-paced environment meeting commitments and deadlines.


Minimum Qualifications


  • A Bachelor's Degree in Organizational Development, Human Resources, Industrial Organizational (I/O) Psychology, or related area is required with minimum of 5-7 years of organizational development, leadership development, organizational effectiveness, change management, or Human Resources, with previous consulting and managerial experience.

  • Demonstrated experience in developing, implementing and leading change management, culture change, employee engagement, leadership development, performance management, and employee development.

  • Depth of knowledge, use and experience with OD concepts and tools including needs analysis, psychometric assessment instruments, adult learning theories, team effectiveness, culture building and process improvement.

  • Demonstrated success in leading and fostering change for large, complex projects to achieve key business objectives.

  • Experience of successfully working in a matrixed management role.

  • Demonstrated ability to work well one-on-one, closely with senior management and on teams.

  • Excellent facilitation and presentation skills required.

  • Must be very "hands on," relational and demonstrate leadership by example.

  • The ideal candidate will be a Mentor/Coach to staff, senior leadership, and management team.


  • Master's degree in Organizational Development, Organizational Leadership, I/O Psychology, or related area or related certification.


Computer Equipment and Software Requirements

  • This position requires proficiency working with a personal computer in Windows environment and utilizing word processing (MS Word, Excel, Power Point), Survey Gizmo, Learning Management Systems, and Human Resource Information Systems.


Physical Requirements

  • Continually: Sitting, walking, speaking and hearing.

  • Continually: Typing, writing, and reading.

  • Occasionally: Standing, carrying, lifting, pushing, reaching (up to 25 pounds)

*No relocation packages available*


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Manager of Organizational Development

Orange County Clerk of Courts
Orlando, Florida 32801

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