Employment at ArtCenter

Human Resources

Director, Organizational Development

All members of the ArtCenter (or College) community are Guardians of Mission. Every position in the College plays an important part in carrying out the values, goals, strategic vision, and mission of the College. This includes diversity, equity, inclusion and culture.

Reporting to the Vice President, Human Resources (VPHR), the Director of Organizational Development (OD plays a key role as a strategic business partner with executives, administrators, department chairs and shared governance groups to manage and coordinate efforts toward cultural and organizational development, institutional employee learning, college community engagement, and change management projects and initiatives to enable and drive a high-performance culture at ArtCenter. These efforts support the faculty, staff and student experience, Third Horizon, departmental and ArtCenter’s goals, values, mission and overall organizational development strategies.

The Director aligns OD efforts and strategies with diversity, equity and inclusion practices to create a culture of respect, guardians of mission, ongoing learning and professional development, and shared principles of community, all to advance institutional growth and transformation.  Working with the VPHR and other HR team members, the Director will also play a role in other OD responsibilities to review, improve and/or enhance current strategies for talent management and retention, succession planning, performance competencies and management, employee engagement, onboarding and workplace analytics and trends to improve processes, systems, structures and ways of engaging and experiencing work with the goal of making ArtCenter an employer of choice.

Beginning fall term 2021, the College will require all persons who want to access the physical campus in person to be fully vaccinated against COVID-19.  We will also continue to require face coverings, physical distancing, hygiene and sanitation measures as an extra layer of protection against COVID-19 and other respiratory illnesses.

Reports to: Vice President, Human Resources

FLSA status: Exempt

Salary grade: $90,000-100,000

Qualified applicants should email their cover letter with resume and employment application to hr@artcenter.edu with the subject line “Human Resources: Director, Organizational Development”.

Employment Application PDF


  • Bachelor's degree in Business, Organizational Behavior, Organizational Development, HR, with relevant business, OD, change management, and HR functional experience from an accredited college or university.
  • At least 5-10 years of experience in Organizational Development, with strong knowledge of the Organizational Effectiveness, Change Management, HR, Talent Management.
  • Exceptional project management experience with managing multiple projects, with multiple clients simultaneously with great success.
  • Demonstrated expertise in organizational design, job analysis/design, creating staffing models, implementing and managing culture change and transformation initiatives.
  • Demonstrated experience in developing and facilitating learning programs.
  • Strong knowledge and experience in organizational development and effectiveness interventions, best practices, and applications.
  • Strong knowledge and experience in a variety of change management principles, practices, processes and techniques.
  • Demonstrated experience in applying and facilitating problem-solving and conflict resolution strategies.
  • Demonstrated experience managing large, complex projects with multiple stakeholders.
  • Demonstrated strategic leadership and ability to understand the strategic context, translate organizational change implications and generate a change approach, solutions that drives the desired results.
  • Demonstrated success with group dynamics; working with and managing cross-functional teams, committees, shared governance, councils in identifying organizational development gaps, defining solutions, and managing the implementation with tangible results.
  • Knowledge and experience in utilizing organizational development models and assessment tools.
  • Knowledge of learning theory or principles as applied to adult learning.
  • Knowledge of federal, state labor and employment laws related to diversity, equity, inclusion and employment practices.

Preferred Qualifications

  • ASTD Certification; Certified Professional in Learning and Performance (CPLP), or similar certification focused in learning, education and organizational development
  • Master’s degree in HR Management, Organizational Psychology, Organizational Development, MBA/MPA or other related Human Resources field from an accredited college or university
  • HR Certification; PHR, SPHR; SHRM-CP, SHRM-SCP

Essential Functions

Organizational Development (OD) Strategies and Processes – 40%

  • Using organizational development methods and strategies, manages and coordinates all culture shift activities, and other initiatives requiring change management and OD strategies.
  • Creates culture shift goals and ensures that they align with institutional strategies and goals.
  • Engages in conversations with campus community constituents to develop shared principles of community and respectful engagement.
  • Creates safe space environments via focus groups, roundtables, department meetings and/or one-on-one for deep dive conversations with campus community constituents and gathers information about culture and workplace experiences.
  • Collects data through pulse surveys, needs assessments, focus groups, cultural shift conversations, and other OD methods to formulate institutional strategies for next steps to advance culture shift activities.
  • Creates and/or makes recommendations for programs and strategies that support culture shift activities and organizational effectiveness, i.e., learning and professional development; team building; conflict resolution activities, etc.
  • Shares progress on culture shift activities with executives and campus community constituents.
  • Maintains history and records of all culture shift and other change management activities.

Employee Experience and Engagement – 25%

  • Works proactively and collaboratively with VPHR on practices that help employees and department heads carry out their responsibilities related to employee relations/employee engagement matters. Examples include following procedures for performance evaluations; follow-up on Performance Improvement Plans (PIP); required learning and professional development; employee recognition programs; appropriate coaching and counseling methods for managers to administer to their employees; works with VPHR to reimagine the Employee Handbook.
  • Manages, evaluates and improves the performance evaluation processes, including entry, introductory and other performance touch points. Ensures that the performance process supports the strategic needs of the College, employee growth and development and succession planning activities.
  • Researches and leads the College’s employee satisfaction/engagement survey activities; works with vendor or consultant; collects and analyzes data for management reporting; communication and action plans; and follow-up.
  • Performs data analytics to tell the HR and employee engagement story; uses turnover report and entry interview data to inform employee relations issues; trends and opportunities to enhance employee engagement and the employee experience; explores other subject matters to collect useful data; works with Institutional Research in the compilation of the IPEDS report and other college reporting related to employee demographics and trends.
  • Administers succession planning activities to include reports of workplace demographics; gender equity patterns; identifies potential position growth with department heads; meets with department heads to make recommendations; works with department heads to create career paths.
  • Completes the annual Affirmative Action Plan with support from the vendor from beginning to end, including data compilation and final report summary to the VPHR; ensures that data informs recruitment and retention of faculty and staff; coordinates debriefing with executives and senior leadership.
  • Through the lens of bringing faculty, students and staff together as a community, works with HR management  and other departments to coordinate specific employee engagement activities such as service awards, wellness expo and other assigned programs; partners with other departments and community members on joint events; makes recommendations for new employee programs and services that enhance and improve the employee experience; and coordinates opportunities for external engagement through volunteerism.

Provides Consultative Support and Services to ArtCenter Constituents – 15%

  • Works directly with shared governance groups and co-chairs on effectiveness and structure.
  • Provides guidance and consultation to shared governance groups on group dynamics and conflict resolution.
  • Provides feedback on shared governance recommendations before they are submitted to executive leadership; provides input, guidance and consultation to the campus president on shared governance challenges, effectiveness, etc.
  • Leads, manages and/or participates on committees, councils, and task forces to align OD efforts and to support and drive implementation of current and new programs and initiatives.

Institutional Employee Learning and Professional Development – 15%

  • Leads the Employee Learning and Professional Development Work Group to coordinate College community learning programs.
  • Creates and maintains a master calendar for ongoing mandatory (by College or by law) and optional learning on DEI, culture, and other timely and relevant topics.
  • Provides expert facilitation, consults with executive cabinet, senior leadership group, department chairs and human resource partners (as appropriate) to assess and identify continuous learning aimed at improving management performance and organizational effectiveness.
  • Coordinates, creates and/or delivers webinars and in-service programs around culture, organizational development and change management methods.
  • Designs, coordinates and/or delivers creative learning programs for employees, supervisors, and managers pertaining to employee relations and related compliance (e.g., key policy administration, employee engagement trends, and/or applicable state and federal legal requirements.
  • Researches and identifies other learning opportunities for management and makes recommendations for technical and soft skills development to enhance management effectiveness with their employees.

Marginal (Non-essential) Job Functions – 5%

  • Prepares and manages OD budget.
  • Serves on committees.
  • Maintains files, manually and electronically.


Mandatory Duty to Report

All employees who know or have reason to know of allegations or acts that violate ArtCenter’s Title IX Policy prohibiting discrimination, harassment, retaliation, sexual harassment, sexual misconduct, sexual violence, dating violence, and stalking shall promptly inform the Director, Title IX Compliance and Programs, or designee or the Associate Dean of Students or designee. Faculty with a mandatory duty to report are required to disclose all information including the names of the parties, even where the person has requested their name remain confidential.

Pursuant to the California Child Abuse and Neglect Reporting Act (CANRA), all employees who know of or have reason to suspect child abuse or neglect involving alleged victims under age 18 shall promptly inform local law enforcement or the county welfare department.

Physical Demands and Working Environment

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

This is a full-time position. Normal business hours are Monday through Friday, 8:30 a.m. to 4:30 p.m. The position may require flexibility to work a staggered, remote or alternate schedule to meet the demands of the work, which could include weekends or evenings. The position is eligible for flexible scheduling and can be performed remotely, hybrid or may be required as a condition of employment. 

Environment: Work is performed primarily in a standard office setting with frequent interruptions and distractions; extended periods of time viewing computer monitor; interactions with other individuals. Due to the nature of the work environment, there is regular exposure to fumes, chemicals, dust and noise.

Physical: The position is performed in an office setting. Employees stationary most of the time but may move around the office environment for brief periods of time. Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight (up to 10 pounds); to operate modern office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. Regular and consistent attendance are required for most positions. Ability to travel between campuses.

Vision: Must be able to have the visual capacity to perform activities such as preparing and reading reports, viewing a computer terminal and other normal office work with or without correction.

Hearing: Must be able to communicate effectively in the course of normal office communication or exchange ideas with or without correction.

The above statements are intended to describe the general nature and level of work performed by the employee assigned to this job; they do not purport to describe all functions. Employees may be assigned other duties, and the essential functions may be changed from time to time as necessary.

ArtCenter College of Design is committed to excellence through the establishment of a diverse faculty and staff that best represents our student body and its surrounding communities. The College considers qualified applicants for employment without regard to race, color, religion, national origin, age, gender, gender identity/expression, sexual orientation, genetic information, medical condition, marital status, veteran status, or disability. Applicants who wish to request an accommodation for a disability may contact the Human Resources Department at (626) 396-2270.