Organizational Development Program Director

Find your purpose as the Organizational Development Program Director  Organizational Development (OD) Program Director is responsible for implementing leadership development strategy for Director through Executive Director levels, as defined by the Senior Director of Organizational Development. This role translates strategy into high-impact programs, coaching approaches, and leadership experiences for senior leaders. As a peer to the OD Program Manager, the Director focuses on senior leader populations, ensuring alignment and continuity across the leadership lifecycle.

• Full-time 80 hours every 2 weeks
• Monday-Friday Days
• Hybrid of at-home and in-office work (St. Cloud, MN)

• Starting pay begins at $98,176.00 per year and increases with experience.
• Salary range: $98,176.00-$ per year
  • Salary range is based on a 1.0 FTE, reduced FTE will result in a prorated offer rate
• We offer a generous benefits package that includes medical, dental, flexible spending accounts, PTO, 401(k) retirement plan & match, LTD and STD, tuition reimbursement, discounts at local and national businesses and so much more!

• Master's Degree Organizational Development, Education, HR, or related field required.
• A minimum of 7 years experience in leadership development or talent management.
• Certification in leadership assessments or coaching preferred.
• Experience leading or facilitating senior talent reviews and succession processes preferred.
• Experience designing or orchestrating large-scale leadership events or summits preferred.
• Demonstrated experience designing leadership programs for senior or enterprise-level leaders.
• Proficiency in PowerPoint, Word, and Excel.
• Preferred Professional certifications such as:
  • Executive or Leadership Coaching certification (ICF, PCC, MCC, or equivalent)
  • SHRM-SCP or SPHR
  • Certified Professional in Talent Development (CPTD)
  • Korn Ferry, Lominger, or similar leadership assessment certification
  • Certification or formal training in leadership assessment tools (e.g., 360 assessments, Hogan, MBTI, DiSC, etc.)

• Implement leadership development strategy for Director through Executive Director levels.
• Design, deliver, and continuously improve Director through Executive Director level leadership programs aligned to defined strategy.
• Ensure programs align with leadership architecture, capabilities, culture priorities, behavioral standards, and organizational goals.
• Establish and monitor program effectiveness, outcomes, and consistency.

• Implement leadership orientation frameworks for Director through Executive Director leaders.
• Design onboarding and transition experiences (e.g., executive assimilation) based on enterprise standards.
• Ensure Director through Executive Director level leaders receive consistent messaging on expectations, behaviors, and culture.

• Execute the enterprise coaching strategy for senior leaders.
• Provide direct coaching to Director and Executive Director-level leaders.
• Align coaching engagements with succession planning and performance expectations.
• Capture insights from coaching engagements to inform program improvements and feedback to Senior Director.

• Lead implementation of system-wide leadership events (e.g., Leadership Summit) aligned to strategy.
• Translate enterprise priorities into themes, content, and leader experiences.
• Partner with stakeholders to ensure successful execution and engagement.
• Evaluate outcomes and recommend enhancements.

• Support and help facilitate the Director through Executive Director-level leader talent reviews.
• Provide insights on leadership readiness, strengths, and development needs.
• Ensure development programming aligns with succession priorities.
• Utilize systems (e.g., Oracle) for tracking and insights.

• Manage logistics, timelines, and communications for programs and orientation.
• Gather participant feedback and support evaluation efforts.
• Identify opportunities to enhance delivery and learner experience.

• Executive Communication:
  Effectively engages leaders with clarity, presence, and influence.
• Instructional Design Excellence:
  Creates high-impact learning that advances enterprise leadership capability.
• Program Governance:
  Ensures disciplined planning, execution, and measurement of leadership programs and events.
• Thought Leadership:
  Brings innovative, research-backed approaches to leadership and talent strategy.
• Influence at All Levels:
  Navigates complex relationships and aligns leaders across the system.

Centra Care has made a commitment to diversity in its workforce. All individuals including, but not limited to, individuals with disabilities, are encouraged to apply. Centra Care is an EEO/AA employer.