Director Of Workforce Development Jobs in Bloomfield, CT

The State of Connecticut Department of Transportation (DOT), Bureau of Finance and Administration,Office of Workforce Administration, is currently recruiting for a Director of Organizational Development. This position is located in the DOT Headquarters in Newington, CT.The Director of Organizational Development is responsible for ensuring employee training, professional development, and all workforce development and learning opportunities are aligned to achieve the strategic priorities of the Department.

• Our new State Employee Benefits Overview page!
• Professional growth and development opportunities.
• A healthy work/life balance to all employees.
• Working for an award winning agency! CTDOT has been recently awarded the Employer of the Year award by the Connecticut Society of Civil Engineers (CSCE) and named the Women’s Transportation Seminar (WTS) CT Employer of the Year for 2024!

• Monday - Friday
• Full Time, 40 hours per week
• First Shift, 8:00 am to 4:30 pm
• Location: 2800 Berlin Turnpike, Newington, CT
• This position is eligible to apply for telework after successful completion of the working test period, and thereafter, in accordance with the Telework Policy. Learn more about the Telework Policy.

As the Director of Organizational Development, this role partners with senior leadership to design, implement, and evaluate programs that support the continuous learning and growth of all CTDOT employees, through employee engagement, career pathways, learning management systems, knowledge management, workforce analytics, and external outreach initiatives. This position reports to the Chief of Workforce Administration and oversees the Division of Learning and Workforce Development which includes Staff Development, the Operational Training Unit, and the Workforce Development Unit.

• Advance initiatives that improve workplace culture and safety, fostering an environment where employees can thrive and grow professionally within the Department
• Ensure compliance with relevant training standards
• Analyze workforce insights and translate data into continuous improvement and development strategies
• Evaluate and identify opportunities to improve the effectiveness of safety programs, employee onboarding and skill development, and learning pathways
• Recommend and oversee the implementation of policies, procedures and training programs to bridge compliance gaps, organizational goals, and leadership development
• Stay updated with the latest employee education and training technologies for diverse learners and working environments
• Provide oversight for the coordination and execution of the annual leadership conference and all-employee learning opportunities
• Support organizational change-efforts by identifying areas of opportunity to address gaps and improve organizational performance and communications

As one of Connecticut’s largest State agencies, DOT employs approximately 3,300 individuals statewide in five bureaus. CTDOT is guided by its mission to improve lives through transportation. Our infrastructure and transit systems are essential to the safety and mobility of Connecticut residents, and our work strengthens both economic and community development. CTDOT is committed to fostering a workforce that reflects the communities it serves, and individuals with broad-ranging backgrounds and life experiences are encouraged to apply.

In order to be considered for this job opening, you must be a current State of CT employee, who has worked for the state for at least six (6) months of full-time service or full-time equivalent service, absent any applicable collective bargaining language, and meet the Minimum Qualifications as listed on the job opening. You must specify your qualifications on your application.

• Directs staff and operations of a unit;
• Coordinates, plans and manages organizational and/or workforce development initiatives;
• Formulates program goals and objectives;
• Develops, implements and evaluates program policies, goals and objectives;
• Interprets and administers pertinent laws;
• Evaluates staff;
• Prepares or assists in preparation of unit budget;
• Maintains contact with individuals who might impact initiatives, plans, and programs;
• Facilitates succession planning and develops organizational strategic plans;
• Leads development of organizational strategic plans and/or workforce initiatives;
• Provides consultative services to agency leaders in developing and conducting training needs analysis, organizational and/or workforce assessment and evaluation;
• Facilitates dialogue around organizational systems to unify agency values and principles;
• Develops and enhances systems for planning, measurement and performance evaluation as well as ongoing program monitoring;
• Present progress reports on initiatives to agency leadership;
• Monitors performance improvement through use of best practices and metrics;
• Leads the recruitment and hiring of staff, including outreach, interview and selection;
• May lead lean operational or process improvement initiatives and results based metric;
• May evaluate contracted consultants;
• May assist in development of agency policy, program priorities, legislation and regulations;
• Performs related duties as required.

• Considerable knowledge of and ability to apply management principles and practices;
• Relevant state and federal laws, statutes and regulations;
• Relevant agency policies and procedures;
• Current organizational and/or workforce development principles and practices;
• Current behavioral science methodologies;
• Quality management principles and techniques;
• Internal consultant practices;
• Knowledge of human resources management;
• Considerable interpersonal skills;
• Oral and written communication skills;
• Considerable ability to manage group processes;
• Ability to assess training needs and determine objectives.

Ten (10) years of professional experience in organizational or workforce development, quality management, organizational performance improvement or human resources management.

Two (2) years of the General Experience must have been at the full advanced working level, with responsibility for planning, developing, coordinating and implementing quality planning processes and organizational and/or workforce development programs for the purpose of improving organizational efficiency and effectiveness.

NOTE: Organizational development is defined as analysis and diagnosis of an organization for planned change efforts, development and execution of successful planned change efforts, creation of a high performance organizational culture, leadership development and quality management which supports the agency’s purpose, vision and mission.

Workforce development is defined as a people-first approach to upskilling workers for long-term success.

For state employees this experience is interpreted at the level of an Organizational Development Specialist.

• College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equalling one-half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
• A Master's degree in organizational development, organizational leadership, organizational theory and/or behavior, human resources management or a closely related field may be substituted for one (1) additional year of the General Experience.
• A doctoral degree in organizational development, organizational studies, organizational learning or a closely related field may be substituted for one (1) additional year of the General Experience.
• For state employees two (2) years of experience as a Director of Staff Development may be substituted for the General Experience.

• Experience organizing, monitoring, and tracking assignments, projects, and/or priorities to completion
• Experience with workforce development
• Experience overseeing programs related to training, adult learning, and leadership development
• Experience working with stakeholders, collecting feedback, and building consensus across functional teams
• Experience with organizational strategic planning and communications

AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER The State of Connecticut is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, and persons with disabilities.

As defined by Sec. 5-196 of the Connecticut General Statutes, a job class is a position or group of positions that share general characteristics and are categorized under a single title for administrative purposes. As such, a job class is not meant to be all-inclusive of every task and/or responsibility.