Director of Organizational Development

Job Description

Job Description:\n\nTitle: Director of Organizational Development\nPosition Type: Administrator Full Time\nCollege: Front Range Community College\nDivision: Human Resources\nCampus: Boulder County Campus, Larimer Campus, or Westminster Campus\nLocation: Fort Collins, Longmont, or Westminster\nSalary Range: $110,066-$115,569 annually\n \nThis position has the opportunity to be based out of any one of our three campus locations. We have campuses in Westminster, Longmont, and Fort Collins, Colorado.\nWho We Are:\nWith three campuses along Colorado’s Front Range, FRCC is the state’s largest community college. We enroll close to 28,000 students annually from our diverse service area, which offers a variety of cultural and recreational activities.\nEach year approximately 5,000 FRCC students transfer to four-year universities and FRCC offers more than 36 career training programs that prepare students for immediate employment and rewarding careers. Last year, more than 5,000 high school students took concurrent enrollment classes with us, earning college credit without having to pay college tuition. And we were recently ranked as one of the “Top Online Colleges” in the country by Newsweek.\nOne of FRCC’s main goals is to offer educational excellence for everyone. The college’s strong commitment to student success means we start by creating an inclusive and equitable environment—one where both students and employees feel they belong and are supported. FRCC’s focus on diversity, equity and inclusion is woven into the fabric of our college conversations and decision-making processes. We are actively seeking to hire a workforce that reflects the diversity of our student body.\nThe college is also an emerging Hispanic Serving Institution. For us, becoming an HSI is an intentional commitment to being a college where our Latinx (and other historically marginalized) students thrive.\nAt FRCC, employees and leaders bring our values to life through their actions. We collaborate across roles and campuses, seek and value diverse perspectives, follow through on our commitments, and turn thoughtful ideas into meaningful improvements which are measured for success. We take pride in our work, support one another, and make decisions that advance student success, equity, and excellence. We seek people who will actively contribute to this culture and demonstrate these commitments every day.\nJob Summary:\nAs the inaugural Director of Organizational Development, you will report directly to the Vice President of Organizational Development & Human Resources and support the growth of Front Range Community College (FRCC) through its people. This role partners with leaders and departments across the college to enhance performance and well-being. Key areas of focus include developing and implementing strategies that foster a high-performing culture, including talent development programs, employee recognition and wellness initiatives. Through aligning existing offerings and building a comprehensive inventory of opportunities, the Director helps create a cohesive and supportive work environment where employees can reach their full potential. \nThe position advances institutional effectiveness by aligning strategy, organizational structure, people and rewards. Responsibilities include developing solutions that strengthen the college’s climate and culture while promoting a fair, respectful, diverse, and high-performing workplace. The Director also leads programs supporting leadership assessment, career development, and succession planning across the college.\nIdeally you are highly collaborative, curious, bold and innovative in identifying areas of continuous improvement. \nThe position will have the flexibility to work remotely at times while also balancing a strong campus presence. This position may require occasional travel to all three FRCC campuses.\nPlease note: You need to be a Colorado resident on your first day of employment. Also, Front Range Community College is an E-Verify employer.\nDuties & Responsibilities:\nOrganizational Development\n\n Measures organizational effectiveness using quantitative and qualitative metrics, consults with stakeholders and analyzes results to identify areas of strength and opportunity, and develops recommendations that support institutional effectiveness. \n Collaborates on organizational development initiatives related to performance management, professional development, organizational culture, and employee experience.\n Coaches leaders on organizational change, team effectiveness, and workforce strategies that support employee engagement, retention, and performance.\n Uses data analysis, assessment tools, focus groups, interviews, and other evidence-based methods to evaluate organizational effectiveness and inform decision-making.\n Partners with the Human Resources, Equity & Inclusion, the Teaching Excellence Center, Foundation & Community Partnerships, and other stakeholders to align organizational development strategies and college priorities.\n Supports institutional initiatives, including HCL accreditation activities, that advance organizational effectiveness and continuous improvement.\n Leads enterprise workforce planning initiatives by assessing current and future talent needs, workforce capabilities, succession risks, and emerging skill gaps aligned with the College’s Strategic Plan.\n Utilizes workforce analytics, labor market trends, and organizational data to inform strategic staffing, talent development, and organizational design decisions.\n Collaborates with leadership and Human Resources to align workforce planning efforts with recruitment, retention, employee development, and compensation strategies.\n\nEmployee Experience and Engagement\n\n Leads and supports strategies that enhance employee experience, engagement, recognition, well-being, and performance in alignment with the College's mission and goals.\n Assists with the planning, implementation, evaluation, and continuous improvement of employee experience and engagement initiatives.\n Partners with stakeholders and committees across the college to strengthen a culture that supports employee satisfaction, belonging, and success.\n\nSuccession Planning\n\n Leads the College's succession planning efforts by identifying critical workforce and leadership needs, developing talent pipelines, strengthening leadership readiness, and promoting equitable access to development opportunities.\n Partners with executive leadership to assess organizational readiness and support long-term workforce sustainability.\n\nChange Management\n\n Leads organizational change management efforts that support institutional initiatives and strategic priorities.\n Partners with executive leadership to assess organizational readiness, mitigate risks, and develop effective strategies to successful implementation and adoption of change.\n Provides consultation and coaching to leaders and teams navigating organizational change and transition.\n Evaluates organizational change efforts and promotes a culture of adaptability, resilience, and continuous learning throughout the organization.\n\nData and Analytics\n\n Develops and maintains metrics, key performance indicators, dashboards, and reporting tools that support organizational effectiveness and executive decision-making.\n Analyzes organizational, workforce, engagement, learning, and leadership data to identify trends, opportunities, risks, and areas for improvement.\n Conducts organizational assessments and provides data-informed recommendations that support strategic objectives, organizational performance, and continuous improvement.\n Utilizes evidence-based practices, benchmarking, and evaluation methods to measure progress and the effectiveness of organizational development initiatives.\n\nROI (Return on Investment)\n\n Develops and implements evaluation strategies that measure the effectiveness, impact, and value of organizational development initiatives.\n Uses data, performance metrics, and stakeholder feedback to assess outcomes, demonstrate organizational impact, and support continuous improvement.\n Provides strategic recommendations to executive leadership regarding program effectiveness, resource allocation, and future investments in organizational development.\n Monitors and communicates the return on investment of initiatives through measurable improvements in organizational effectiveness, employee engagement, leadership development, and workforce outcomes.\n\nInnovation\n\n Monitors emerging trends, technologies, and best practices in organizational development, leadership, workforce planning, and employee development to advance institutional effectiveness.\n Identifies and implements innovative, evidence-based approaches that enhance organizational performance, employee experience, leadership effectiveness, and organizational capability.\n Leverages workforce technologies, digital learning platforms, and emerging tools, including artificial intelligence, to strengthen organizational development initiatives.\n Promotes a culture of innovation, continuous improvement, and organizational learning while identifying opportunities to modernize processes and improve institutional outcomes.\n\nCompetencies/KSAs:\n\n Collaboration: Closely partnering with colleagues and leadership across divisions, strategically focusing on aligning training and development initiatives with the overall mission and goals of the institution. \n Project Management: Effectively manage multiple projects, ensuring they stay on track and that teams have the tools, time and resources to complete assigned tasks. \n Relationship Building: Outstanding interpersonal skills with the ability to establish trust and positive relationships with the college community. Uses high emotional intelligence to navigate complex interpersonal dynamics, including understanding and addressing employee concerns and fostering a positive environment. \n Analytical Thinking: Capacity to analyze complex organizational dynamics and develop strategic solutions. \n Data Analysis: Uses data and metrics to inform decisions and assess the impact of developmental initiatives. \n Equity & Inclusion: Creates strategies that convey the importance of diverse lived-experiences and uses an equity lens to guide decisions. Embraces diversity, promotes equity and creates an environment of inclusion.\n Change Management: Creates strategies to support smooth transitions during change initiatives.\n Evaluation for Improvement: Assesses organizational development initiatives critically and systematically, identifying areas for improvement and implementing data-driven strategies to enhance effectiveness. Continuously monitoring program outcomes, soliciting feedback, and making informed adjustments to ensure development efforts align with organizational goals and contribute to a high-performing culture\n Commitment to Values: Demonstrates leadership and collaborative behaviors and actions that support FRCC values. Promotes an environment where equity creates opportunities for all students to achieve their educational goals. \n Communication: Clearly and effectively convey information to various stakeholders, including senior leaders, team members, college community and external partners to foster collaboration, drive change initiatives and ensure OD initiatives align with organizational goals.\n\nMinimum Qualifications:\n\n Bachelor’s degree in human resources, organizational development/psychology, public administration, organizational leadership, change management or a related field.\n Prosci Change Management or other change management certification.\n 7 years of increasingly responsible experience in integrated organizational design and development, workforce strategy, or talent and leadership development.\n Experience with developing new training program curriculum, enhancing existing training programs, and determining the needs for both. \n Demonstrated experience in research methods, skills assessment, program development and strategic planning. \n Demonstrated understanding of adult learning principles and training evaluation methods. \n Demonstrated experience with new learning technologies and platforms. \n\nPreferred Qualifications:\nSelection Process:\nThe selection process for this position will be conducted through a competitive, merit-based evaluation of all qualified applicants. Preliminary screening will be based on the completed application package submitted by the candidate.\nPosition will remain open until filled with a priority deadline of September 20, 2026.\nThis posting may be used to fill multiple or similar positions.\nApplication Procedures:\nIn your application, please include a resume and cover letter that specifically address how your background and experience align with the requirements, qualifications, and responsibilities of the position.\nThe application will ask for you to provide three references. We ask that they are all professional references and at least one is a current/recent supervisor.\nAdditional Information/Benefits:\nSalary Information: The salary range reflects the minimum and maximum starting salary for the position. When determining the starting salary for a new employee, FRCC takes into consideration a combination of the selected candidate’s education, training and experience as it relates to the requirements of the position, as well as the position’s scope and complexity, internal pay equity and external market value.\nBenefits Information: For information about benefits for Administrative, Professional and Technical Employees and Faculty, please see the Front Range Community College Benefits page.\n \nWelcoming. Respectful. Inclusive. Together, we are FRCC.