Organizational Development Specialist

Smart, Innovative, and Hard-working? Perfect! We are growing and need the right people with the right mindset. Join our family and find a home where you will enjoy working with your peers, be challenged to work hard, and have some fun in the midst of it all.

We are proud to have been named 2026 National Apartment Association Supplier Company of The Year!

Benefits that drive themselves

• Competitive Salary Based on Experience!
• Full Time, Monday-Friday.
• Flexible Schedule: 7:00 am - 4:00 pm, 8:00 am - 5:00 pm, or 9:00 am - 6:00 pm!
• Work from home options! We offer hybrid schedules that would consist of 2 days at home and 3 days in the office. 
• Paid Holidays Off and No Weekends!
• We offer medical, dental, vision, life insurance, disability, 401K, 104 hours paid time off, and much more!
• Employee discount program!
• Long-Term Career Opportunities! Many of our leaders started with Chadwell Supply looking for a job, just like you, but found long-term career opportunities at one of our 30 Branches across the Country. 

• Recognized as a Top Company in Tampa Bay 8 years running!

Overview
The Organizational Development Specialist is responsible for supporting Chadwell Supply's Learning and Development initiatives by assisting with the design, implementation, and administration of organizational development programs. This role partners with Learning and Development, Human Resources and business leaders to develop competency frameworks, career development resources, succession planning processes, leadership development initiatives, and talent management programs that support organizational growth and employee development.

The Organizational Development Specialist serves as a resource for competency modeling, career path development, leadership development, and organizational effectiveness while helping ensure talent management programs align with Chadwell's business objectives.

What you will need

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field required or an equivalent combination of education and experience.
• Three to five years of experience in organizational development, talent management, leadership development, learning and development, or a related Human Resources function.
• Experience working with competency frameworks and competency-based talent management programs.
• Working knowledge of the DDI Competency Library or similar competency models.
• Experience supporting succession planning and career development initiatives.
• Proficiency with Microsoft Office applications (Word, Excel, PowerPoint, and Outlook).

How you will make an impact

• Support the design and administration of succession planning, talent reviews, workforce planning, competency assessments, and individual development plans.
• Assist with the development, implementation, and continuous improvement of Chadwell's competency framework.
• Administer the DDI Competency Library and support competency mapping across the organization.
• Develop and maintain career templates, career paths, and progression resources for job families.
• Coordinate leadership development programs, learning resources, and participant activities..
• Partner with Human Resources and department leaders to identify organizational development opportunities.
• Gather and analyze organizational and talent data, including organizational structures, operating procedures, reporting relationships, and team interactions, to identify trends and improvement opportunities.
• Assist with the development of behavioral interview guides and other competency-based selection tools.
• Prepare and maintain reports, presentations, program documentation, and resources related to organizational development and talent management initiatives.
• Conduct needs assessments to identify performance gaps and recommend appropriate organizational development solutions.
• Facilitate focus groups, workshops, team-development sessions, and other organizational development activities.
• Partner with leaders to clarify roles, responsibilities, workflows, and team structures that support organizational effectiveness.
• Support performance management initiatives, including goal setting, coaching resources, performance expectations, and development planning.
• Evaluate the effectiveness and business impact of organizational development programs using participation, feedback, behavior-change, and performance data.
• Research organizational development trends and best practices and recommend solutions aligned with business needs.