Director of Organizational Development

Job Description

Job Description

Hope Mission Statement

The mission of Hope the Mission is to prevent, reduce and eliminate poverty, hunger, and homelessness by offering immediate assistance and long-term solutions.

Position Purpose and Summary

Hope the Mission cannot deliver on its mission through good intentions alone. It takes a workforce that is prepared, supported, and connected to why the work matters. The Director of Organizational Development is responsible for building that workforce capacity across the organization.

Reporting to the Chief Mission and Organizational Development Officer, the Director of Organizational Development leads Hope the Mission's learning and development operations. This includes overseeing new hire orientation and onboarding, management and leadership development, role-specific training pathways, and compliance training structures tied to funder contracts and regulatory requirements. The Director assesses organizational learning needs, develops and delivers training across a range of formats and audiences, and tracks outcomes to drive continuous improvement.

This role also serves as a strategic partner to senior leadership on organizational culture, staff engagement, performance, and change. The Director plans and supports employee recognition events, wellness activities, and engagement initiatives across the organization. Travel to Hope the Mission sites throughout Los Angeles County is a regular part of the work.

Responsibilities

Team Leadership and Operations

• Provide day-to-day leadership, supervision, coaching, and accountability for the Learning and Development team including workload planning, priorities, performance management, and professional growth

• Manage training facilities, technology, learning platforms, and equipment to ensure they are organized, functional, and available

• Attend meetings, trainings, conferences, and seminars to strengthen professional practice and communicate the status and impact of organizational development initiatives

• Perform additional duties and support special projects as assigned

Training Design and Development

• Lead the design, development, implementation, and continuous improvement of organization-wide learning and development programs for employees at all levels

• Develop training aids and learning resources including presentations, facilitator guides, participant workbooks, job aids, e-learning modules, videos, toolkits, and reference materials

• Partner with subject matter experts to translate policies, procedures, contractual expectations, and program standards into practical and accessible training content

• Evaluate training effectiveness using feedback, performance data, compliance results, and organizational outcomes and improve content and delivery accordingly

• Maintain current knowledge of adult learning, organizational development, instructional design, compliance training, leadership development, and workforce trends

Training Delivery and Facilitation

• Deliver and oversee live, virtual, site-based, and on-demand training using adult learning principles, facilitation techniques, and instructional tools

• Oversee new hire orientation, onboarding, leadership onboarding, management development, and other role-specific learning pathways

• Develop, update, and facilitate training for managers, directors, executives, direct service staff, and other employee groups based on operational and organizational needs

• Support site-based training that addresses contractual requirements, program expectations, client service standards, safety, documentation, and role-specific responsibilities

• Facilitate learning through a range of methods including group discussion, case studies, role-playing, simulations, team exercises, demonstrations, and lectures

Compliance and Recordkeeping

• Work with compliance, program leadership, HR, Quality Assurance, and other stakeholders to identify training requirements in funder contracts, grants, regulations, policies, and corrective action plans

• Establish and maintain compliance structures, training matrices, documentation standards, reminders, and escalation processes to ensure required trainings remain current and verifiable

• Develop and maintain a centralized database, catalog, calendar, and recordkeeping system for all trainings, learning resources, completion records, outcomes, and required renewals

• Track, analyze, and report training participation, completion, compliance, effectiveness, and outcomes and provide regular updates and recommendations to leadership

Organizational Development and Strategy

• Serve as a strategic thought partner to the Chief Mission and Organization Officer and senior leaders on organizational development, culture, staff engagement, performance, and change initiatives

• Partner with the Mission and Impact team and organizational leaders to identify gaps in program effectiveness, staff performance, service delivery, and organizational readiness and develop interventions to close those gaps

• Assess organizational learning needs through data review, stakeholder consultation, observations, surveys, performance trends, and compliance findings

Employee Engagement and Events

• Support strategies and initiatives that promote staff well-being, belonging, engagement, recognition, and retention

• Plan, coordinate, and support mission and wellness activities, employee celebrations, recognition events, leadership gatherings, staff engagement events, and advancement-related events

• Collaborate with Advancement, Communications, Operations, HR, and program teams to support event planning, employee participation, messaging, and execution

Vendor Management and Logistics

• Identify and manage training vendors, consultants, facilitators, and external learning resources as needed and monitor quality, cost, and alignment with organizational needs

• Coordinate training logistics including schedules, venues, technology, equipment, participant communication, materials, attendance, and follow-up

Qualifications

• Bachelor's degree in organizational development, learning and development, human resources, education, behavioral science, or a related field required

• Master's degree in a related field preferred

• Minimum 5 years of progressively responsible experience in organizational development, learning and development, training, leadership development, or workforce development

• Supervisory experience required

• Experience in a nonprofit, homeless services, human services, or other mission-driven environment strongly preferred

• Bilingual in English and Spanish preferred

Skills

• Lead, supervise, coach, and develop a learning and development team across multiple concurrent programs and priorities

• Apply adult learning principles in training design, facilitation, evaluation, and content development

• Facilitate live and virtual training with strong executive presence, public speaking, and group engagement skills

• Interpret contractual, regulatory, and policy requirements and translate them into clear compliance training structures

• Analyze data to identify learning gaps, evaluate training effectiveness, monitor compliance, and recommend solutions

• Build trusted working relationships and influence organizational leaders and stakeholders without direct authority

• Manage multiple programs, projects, and events simultaneously with strong organizational skills and attention to detail

• Communicate clearly and professionally in writing and verbally across all levels of the organization

• Navigate a fast-paced, mission-driven environment with sound judgment, initiative, and flexibility

• Proficient in Microsoft Office Suite, learning management systems, databases, reporting tools, virtual training platforms, and presentation technology

Mandatory Requirements

• Background Screening – Employment is contingent upon the successful completion of background checks as required per worksite.

• Drug and Alcohol Testing – Candidates must pass pre-employment and ongoing drug and alcohol screenings in accordance with company policy.

• Motor Vehicle Record (MVR) Check – For roles requiring driving, employment is contingent upon an acceptable driving record.

• Legal Eligibility to Work – Candidates must provide proof of legal authorization to work in the US.

• Compliance with Company Policies and HIPAA standards – All employees must comply with company policies, including safety, confidentiality, and conduct standards.

Physical, Demands, Environmental Conditions, Equipment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. The employee is required to: walk and climb stairs; stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis; grasp, push, pull objects such as files, file cabinet drawers, and reach overhead; handle, finger, grasp and feel objects and equipment; reach with hands and arms; be mobile by moving oneself from place to place quickly and easily; repeat various motions with the wrists, hands, and fingers; be able to perform visual activities for (including, but not limited to) administrative and clerical tasks; ability to lift up to 25 lbs.; communicate, receive and exchange ideas, information by means of the spoken and written word; drive vehicles in and around Los Angeles County; be able to enter various buildings that may require climbing stairs; be periodically subjected to outside environmental conditions. The employee may work in proximity to service animals and emotional support animals; use a desktop and/or laptop computer; various office machines. Complete all required forms in personal writing.

Work Environment

The employee may be in contact with individuals and families in crisis who may be ill, using alcohol and drugs, and who may not be attentive to basic personal hygiene, health and safety practices. The employee may experience a number of unpleasant sensory demands associated with the participants’ use of alcohol and drugs, and lack of personal hygiene. The employee must be ready to respond quickly and effectively to many types of situations, including crisis situations and potentially hostile situations. The noise level in the work environment is usually moderate in an office setting. Sometimes work may become stressful when working under pressure or in crisis intervention.

EEO: HTM (Hope the Mission) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, HTM complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, placement, promotion, recall, transfer, leaves of absence, compensation and training.

HTM will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if HTM is concerned about a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting the California Department of Fair Employment and Housing’s Fair Chance Act webpage.

Full-time exempt position.