Director of Organizational Development & Learning

IMDiversity; Boston (MA); On-site; USD 90,000 - 120,000; Full time

Job summary

IMDiversity is seeking a Director of Organizational Development and Learning to lead initiatives for Boston University's staff and faculty. The role requires a visionary leader who can integrate DEI principles into OD&L practices while managing and expanding programs effectively.

The ideal candidate will possess a strong background in DEI, a history of program management, and the ability to navigate dynamic challenges. This is an exciting opportunity for a leader eager to shape the future of organizational development at a major university.

Qualifications

• Proven track record of incorporating DEI principles into practices.
• Experience in organizational development and learning.
• Strong operational management skills.

Responsibilities

• Lead all aspects of Organizational Development and Learning.
• Manage the OD&L team and coordinate existing programs.
• Develop new programs and resources for the University.

Skills

DEI expertise

Leadership

Creative thinking

Program management

Education

Relevant advanced degree

Job description

The Director of Organizational Development and Learning in the Office of the Vice President and Associate Provost for Community and Inclusion will lead all aspects of Organizational Development and Learning for Boston University's 10,000 staff and faculty. The Director will join BU at a crucial time as the University looks to the future, aligning the OD&L function with both the University's DEI operations and its focus on building healthier, more effective communities. This placement will enable the team to work more assuredly within the academic program as well as within the administrative areas of the University.

The department is seeking a forward-thinking leader, who can operate as an architect and engineer, providing both vision and operational heft. The Director will manage the OD&L team, lead/coordinate existing programs, and identify and develop new programs and resources. Further, because of the complexity of human identity and its relation to workplace operations, the new Director must have some level of DEI expertise, and a proven track record of successfully incorporating DEI principles/outcomes into OD&L practices. At this time of dynamic, complex change, the Director will have the opportunity to reimagine OD&L's current footprint. And within a resource-constrained environment, this new leader should find exciting the opportunity to think creatively about demonstrating existing resources around and across the organization to expand BU's OD&L capacity. Further, this position will have the ability to undertake complex crises, partner with and mentor leaders, and develop holistic and successful interventions.