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Overview

The Director of Organizational Development and Talent Strategy leads strategic and operational efforts that build leadership and organizational capability across the health system.

Sitting within the Human Resources team, this role partners closely with HR Centers of Expertise—including Employee Relations and HR Communications and Training—as well as executive and operational leaders, to design and implement strategies that drive performance, engagement, and growth.

This role oversees a team of Organizational Development Consultants and Leadership Training Specialists, and is responsible for key initiatives including leadership development, succession planning, performance management, and culture transformation.

This role requires a leader who is equally skilled at setting direction and doing the work. The Director acts as a strategic advisor and integrator, ensuring alignment between people development initiatives and organizational goals.

Qualified candidates must have completed:

+ Bachelor’s degree in Organizational Development, Industrial/Organizational Psychology, Human Resources, or related field (Additional experience may be considered in lieu of a degree on a year-for-year basis.)

+ Minimum of 10 years of progressive experience in organizational effectiveness, leadership development, talent management, or related HR disciplines including consultative HR experience

+ Minimum of 8 years of managerial or leadership experience, or equivalency

+ Hybrid role with at least two days per week on-site; more may be required based on business need

Preferred Qualifications:

+ Master’s degree or PhD in Organizational Development, I/O Psychology, Human Resources Management, or related field strongly preferred

+ Experience with Qualtrics or similar survey platforms

+ SHRM-CP, PHR, SPHR, or related certification a plus

+ Certification in change management, coaching, or organizational development

+ Twelve or more years of progressive, high-impact experience in organizational effectiveness, leadership development, talent management, or related HR disciplines

**Corporate Overview:** University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.

_As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, integrity, quality and trust that are integral to our mission. EO/AA_

Responsibilities

Organizational Assessment & Insights

+ Lead system-wide assessments using tools like Qualtrics to uncover cultural, engagement, and performance-related opportunities.

+ Oversee the design, deployment, and analysis of engagement, onboarding, exit, and 360-degree surveys.

+ Translate data from various sources into practical insights and partner with leaders and HR to develop focused, action-oriented plans.

Leadership & Employee Development

+ Design and execute leadership development strategies that build strategic and operational capabilities.

+ Lead staff-level development initiatives focused on reskilling and upskilling to meet evolving workforce needs.

+ Oversee the design and integration of OD tools and learning solutions to ensure consistency, quality, and strategic alignment across the OD team’s consulting engagements.

Change Management & Facilitation

+ Support large-scale organizational change through structured planning and facilitation.

+ May be asked to lead retreats, workshops, and planning sessions that align teams and leaders to shared goals and future direction.

Performance & Succession Planning

+ Oversee performance management and succession planning processes across all levels of the organization. Ensure these systems support organizational goals, talent readiness, and growth.

Collaboration with HR Communications and Training

+ Partner closely with the HR Communications and Training team to align learning content, messaging, and LMS offerings with organizational development and capability-building goals.

Culture & Engagement

+ Champion a values-driven culture by shaping strategies that connect leadership behaviors and employee experiences with the organization’s mission.

+ Partner with Employee Relations to support accountability for workplace culture and team dynamics.

Data-Driven Storytelling

+ Use analytics, surveys, and HR dashboards to uncover insights, inform strategy, and communicate progress.

+ Help leaders and advise OD team members on interpreting and using data to make informed, action-oriented decisions.

Executive Support & Consulting

+ Engage directly with leaders across the organization to apply HR and OD tools, interpret organizational and workforce data, and align development strategies to team and enterprise needs.

+ Provide coaching and development to senior leaders, people managers, and OD team members. Foster a coaching culture and build internal coaching capability across the organization.

+ Provide strategic direction, mentorship, and thought partnership to OD Consultants and Trainers; ensure alignment of their work with enterprise-wide OD priorities and initiatives.

Project Leadership & Strategic Agility

+ Serve as a key contributor and hands-on leader for a wide range of initiatives. Act as a strategic thought partner who anticipates business needs and responds with integrated, forward-thinking solutions.

Continuous Learning & Innovation

+ Stay current with trends and best practices in organizational development, leadership, and workforce learning to ensure UUHC remains an industry leader in people and culture practices.

Talent Management

+ Hiring, training, developing, and communicating with staff.

Financial Management

+ Responsible for developing, monitoring and achieving budget goals.

+ Manages labor and non-labor expenses to budget or flex budget.

+ Manages revenue to budget to maximize potential revenue.

EPE/Service

+ Responsible for patient satisfaction scores within assigned area(s).

+ Responsible for upholding PROMISE standards of direct reports and team members.

Performance Management

+ Responsible to provide staff feedback on performance, including on-time appraisals and coaching.

+ Responsible to deal with conflicts in a proactive manner and to reach resolution in a timely manner.

Building Relationships

+ Forms positive relationships with staff, peers, and senior leadership to support the mission, vision, values, and performance standards of the organization.

+ Actively engages staff with updates and news as well as involving staff in decisions and work teams. Provides feedback and recognition when appropriate.

Knowledge / Skills / Abilities

+ Deep knowledge of OD principles, change management, leadership development, and talent management.

+ Experience mentoring OD professionals and fostering a culture of learning, consultation excellence, and cross-functional partnership.

+ Experience designing and delivering organizational assessments and interventions.

+ Ability to facilitate strategic planning, leadership retreats, and development workshops.

+ Fluency in using dashboards, surveys, and analytics to guide business decisions.

+ Demonstrated success in leading complex, enterprise-level projects with significant change management components.

+ Excellent communication, facilitation, and stakeholder engagement skills.

+ Proven ability to build partnerships, influence at all levels of the organization, and navigate ambiguity or obstacles in a complex, matrixed environment.

+ Ability to lead with influence and build credibility at the executive level, particularly in large, matrixed systems.

+ Strong behavioral competencies including:@@Systems thinking – ability to see interdependencies and long-term impacts across the organization and prioritize organization-wide outcomes over individual or departmental interests.@@Emotional intelligence – skilled at self-awareness, empathy, and navigating interpersonal dynamics.

+ Experience using data and analytics to drive decisions and demonstrate program effectiveness.

Qualifications

Qualifications** **Required

+ Bachelor’s degree in Organizational Development, Industrial/Organizational Psychology, Human Resources, or related field (Additional experience may be considered in lieu of a degree on a year-for-year basis.)

+ Minimum of 10 years of progressive experience in organizational effectiveness, leadership development, talent management, or related HR disciplines including consultative HR experience

+ Minimum of 8 years of managerial or leadership experience, or equivalency

+ Hybrid role with at least two days per week on-site; more may be required based on business need

Qualifications (Preferred)

Preferred

+ Master’s degree or PhD in Organizational Development, I/O Psychology, Human Resources Management, or related field strongly preferred

+ Experience with Qualtrics or similar survey platforms

+ SHRM-CP, PHR, SPHR, or related certification a plus

+ Certification in change management, coaching, or organizational development

+ Twelve or more years of progressive, high-impact experience in organizational effectiveness, leadership development, talent management, or related HR disciplines

Working Conditions and Physical Demands

_Employee must be able to meet the following requirements with or without an accommodation._

+ This is a sedentary position that may exert up to 10 pounds and may lift, carry, push, pull or otherwise move objects. This position involves sitting most of the time and is not exposed to adverse environmental conditions.

Physical Requirements

Listening, Manual Dexterity, Sitting, Speaking, Standing, Walking

Multi-lingual Candidates Welcomed

_To inquire about this posting, email: [email protected]_

EEO Statement

_University of Utah Health Hospitals and Clinics, a part of The University of Utah, values candidates who have experience working in settings with students and patients from all backgrounds and possess a strong commitment to improving access to higher education and quality healthcare for historically underrepresented students and patient populations._

_All qualified individuals are encouraged to apply. Veterans’ preference is extended to qualified applicants, upon request and consistent with University policy and Utah state law. Upon request, reasonable accommodations in the application process will be provided to individuals with disabilities._

_University of Utah Health Hospitals and Clinics, a part of The University of Utah, is an Affirmative Action/Equal Opportunity employer and does not discriminate based upon race, ethnicity, color, religion, national origin, age, disability, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, pregnancy-related conditions, genetic information, or protected veteran's status. The University does not discriminate on the basis of sex in the education program or activity that it operates, as required by Title IX and 34 CFR part 106. The requirement not to discriminate in education programs or activities extends to admission and employment. Inquiries about the application of Title IX and its regulations may be referred to the Title IX Coordinator, to the Department of Education, Office for Civil Rights, or both._

_To request a reasonable accommodation for a disability, please contact the University of Utah Health Hospitals and Clinics Human Resources office at 801-581-6500. If you or someone you know has experienced discrimination or sexual misconduct including sexual harassment, you may contact the Director/Title IX Coordinator in the Office of Equal Opportunity (OEO). More information, including the Director/Title IX Coordinator's office address, electronic mail address, and telephone number can be located at:www.utah.edu/nondiscrimination/_

_Online reports may be submitted atoeo.utah.edu/_

_The University is a participating employer with Utah Retirement Systems (“URS”). Eligible new hires with prior URS service, may elect to enroll in URS if they make the election before they become eligible for retirement (usually the first day of work). Contact Hospitals and Clinics Human Resources at (801) 581-6500 for information. Individuals who previously retired and are receiving monthly retirement benefits from URS are subject to URS’ post-retirement rules and restrictions. Please contact Utah Retirement Systems at (801) 366-7770 or (800) 695-4877 or Hospitals and Clinics Human Resources at (801) 581-6500 if you have questions regarding the post-retirement rules._

_This position may require the successful completion of a criminal background check and/or drug screen._

**Requisition Number** _77726_

**Reg/Temp** _Regular_

**Employment Type** _Full-Time_

**Shift** _Day_

**Work Schedule** _Monday - Friday, 8 am - 5 pm_

**Location Name** _Business Services Building_

**Workplace Set Up** _Hybrid_

**_City_** _SALT LAKE CITY_

**_State_** _UT_

**Department** _COR ISC 05A ORGANIZATIONAL DEV_

**Category** _Human Resources_

**Workplace Set Up** _Hybrid_