Position Information
Position Title
Senior Director, Professional and Organizational Development
Position Type
Administrative
Department
Equity, Culture, and Talent
FLSA
Exempt
Union/Non Union
Non Union
Full Time or Part Time
Full Time
Grade
18
Salary Range
Hiring Salary Range
$91,845 - $131,313
Fixed Term/Tenure Track (Faculty Only)
Regular or Temporary
Regular
Job Description Summary
The Senior Director of Professional and Organizational Development creates and implements training and development programs for all employees of the College, with a focus on performance management skills for all college leaders, faculty and staff. Leads the design and implementation of organizational development interventions as appropriate. Serves as a critical Senior HR consultant to the area Vice Presidents and their leadership team as needed by providing both HR strategic and operational guidance and direction. Responsible for championing employee relations, overall area effectiveness, coaching and change management, HR administrative liaison, and strategic workforce partnership.
Minimum Qualifications
EDUCATION AND EXPERIENCE
- Bachelor’s degree (or higher) in human resources, business administration, organizational leadership, industrial/organizational psychology, or a related field.
For applicants with a bachelor’s degree:
- Minimum of eight (8) years of progressively responsible experience in professional development, organizational development, talent management, or a related field
- Minimum of four (4) years of supervisory experience.
For applicants with a master’s degree (or higher):
- Minimum of six (6) years of progressively responsible experience in professional development, organizational development, talent management, or a related field
- Minimum of four (4) years of supervisory experience.
Criteria
CRITERIA The following criteria, which are not the sole criteria used in the final hiring decision, will be used to review the applications of those persons who meet the stated minimum qualifications and to select those qualified applicants who will be interviewed. Other information and observations made during the interview process may be considered in the selection process. A Resume/CV and cover letter are required with the application. Please ensure that your documents address the criteria listed below for this position.
ESSENTIAL DUTIES
Strategic Leadership & Talent Development
- Identifies, recommends, develops, and implements talent and leadership programs and processes to address business needs and advance the talent agenda.
- Develops and maintains a strategic Professional Development Plan, updating it annually with collaborative input from key stakeholders.
- Acts as leadership and talent expert across the organization. Stays up to date on trends within Leadership Development, Talent Management, and Employee Engagement, and contributes best practices and key learnings to the team. May consult or manage the most complex or high-visibility leadership and talent issues.
- Makes presentations to college leaders regarding leadership and talent initiatives and leads large/complex leadership development programs.
- Recommends and participates in the development of policies and procedures related to professional development.
- Develops and maintains the professional development master strategic plan.
Support Talent and Succession Planning
- Works closely with Vice President for Equity, Culture and Talent ( ECT) and other ECT leaders to create greater coherence and connection between talent acquisition and talent development and to develop long-range leadership development and succession plans.
- Collaborates with ECT and executive leadership to identify talent gaps, develop succession plans, and implement strategies to build internal pipelines for critical roles
Program Implementation & Operations
- Performs college training and development operational processes that include logistical support, course development, delivery, evaluation, process measurements and cost management.
- Plans the implementation and facilitation of activities, budget spending, material production and distribution, and other resources to ensure that operations are managed within budget scope.
- Creates and submits an annual training plan to the Vice President of ECT at the beginning of each fiscal year.
- Plans and prepares budget requests for the office of professional development.
- Assumes responsibility for coordinating and monitoring projects and initiatives, including analysis and reporting, to ensure the effective and efficient operation of the college.
Collaboration, Culture & Stakeholder Engagement
- Advocates for PGCC culture. Assists the Vice President for ECT in ensuring culture is the central tenet in the choices we make and provides advice to help maintain a culture of accountability around our core commitments.
- Promotes and develops working relationships with faculty, administrators and staff across the College consulting with them to ensure program effectiveness.
- Partners closely with the Teaching and Learning Center to design, develop, and deliver professional development opportunities tailored to faculty. This includes supporting initiatives that enhance instructional effectiveness, promote innovative teaching practices, and align faculty development with institutional priorities and student success outcomes.
- Ensures coordination between staff and faculty development efforts to foster a cohesive, institution-wide culture of continuous learning.
Service Delivery, Oversight & Compliance
- Directs the design, implementation, and administration of leadership development community sites and online development resources, trains clients in the use of online developmental resources.
- Provides participants with guidance, support and available resources that assist them in taking appropriate actions as supervisors, managers, and leaders.
- Ensures consistent and high-quality deliverables and service provision to clients
- Oversees and evaluates effectively and accurately the performance of all employees under direct supervision, including providing subject matter expertise to the Director of the Teaching-Learning Center.
- Promotes and participates in appropriate professional growth and development activities/conferences and encourages such participation by area staff.
- Leverages people analytics to identify trends, help inform recommendations, and enable the business to make strategic and operational decisions.
- Serve as a Campus Security Authority ( CSA) by complying with the Clery Act and reporting crime-related information
- File an annual financial disclosure statement with the Maryland State Ethics Commission
- Performs other duties as assigned.
KNOWLEDGE, SKILLS AND ABILITIES
- Experience designing and leading talent management and leadership initiatives, including talent review/succession planning, employee engagement, and leadership & professional skills development, including coaching and assessments.
- Senior level expertise in instructional methods and training techniques, including curriculum design principles, adult leaning theory, and blended learning strategies.
- Solid knowledge of the organization’s leadership and talent practices and procedures, as well as College business objectives.
- Ability to translate strategic goals into appropriate development and talent programs, and to manage the changing organizational priorities.
- Ability to manage a team using group dynamics while encouraging creativity and innovation.
- Ability to design, develop, and facilitate training and talent management practices and programs that support strategic business goals.
- Excellent interpersonal, communication, and presentation skills; strong influencing, negotiation, and facilitation skills, with the ability to foster and maintain collaborative relationships with customers, peers, subordinates, and other members of management.
- Expertise in administering training and talent software applications, as well as online leadership community sites and development resources.
- Excellent project management, organizational, and planning skills; must be results oriented.
- Knowledge of Microsoft Office Suite and other business-related software, especially PowerPoint, Excel, and SharePoint.
- Ability to leverage people analytics and data to identify trends, inform recommendations, and support strategic and operational decision-making.
- Ability to develop and lead long-range strategic plans for professional and organizational development aligned with institutional goals.
- Ability to lead organizational change initiatives and drive culture and organizational effectiveness efforts.
Job Requirements
PHYSICAL REQUIREMENTS
Must have the use of sensory skills in order to effectively communicate and interact with other employees and the public through the use of the telephone and personal contact as normally defined by the ability to see, read, talk, hear, handle, or feel objects and controls. Physical capability to effectively use and operate various items of office related equipment, such as, but not limited to a, personal computer, calculator, copier, and fax machine. No significant climbing, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, grasping, and repetitive motions.
OTHER REQUIREMENTS
- Ability to communicate effectively in spoken and written standard English.
- As required by the 1986 Immigration Act, be prepared to present acceptable documentation showing your identity and that you are a U.S. citizen or an alien who is authorized to work.
- A background investigation will be conducted prior to the offer of employment. A signed authorization for the release of personal information will be required if selected for an interview.
ACCOMMODATIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential job duty. Prince George’s Community College provides reasonable accommodations when requested by a qualified applicant or employee with a disability, unless such accommodation would cause undue hardship. Accommodation determinations are made on a case-by-case basis. If reasonable accommodation is needed, please contact the Equity, Culture, and Talent ( ECT) department
Is Background Check Required?
Yes
Is the incumbent responsible for working with minor children or directly engaging with minor children on campus?
No
