The NASA organization development and effectiveness community supports NASA organizations across the agency and at every center in subject matter expertise, advice, intervention support, and feedback/strategy to achieve congruence among organizational components such as groups, teams, individuals, and Agency teams for various projects, initiatives, and ongoing organization support. The community comprises qualified OD practitioners who have demonstrated experience and effectiveness with organization health methodologies and tools, systems theory and approaches as related to human systems and organizations, organization effectiveness analysis, change leadership, individual and team assessment tools and debriefs, and feedback methods with all levels of leaders either in the Federal Government or private sector. The contractor shall, in performance of day-to-day operations, utilize expert knowledge in the field of organization development and effectiveness to provide assessment, analysis, recommend actions, and guidance to leadership to determine the change initiatives needed to facilitate an effective and high-performing environment within the organization. Responsible for, not limited to, interfacing with senior managers to better understand organizational dynamics and actual or proposed changes to develop processes, training programs and tailored support designed to improve the ability to successfully execute immediate organization, division, directorate, Enterprise or Center requirements and goals, and minimize productivity losses that may result from organizational change. The contractor shall provide subject matter expertise in areas related to organization transformation and related leadership and stakeholder-enabling planning. The contractor will partner with civil servant OD Practitioners, HR Business Partners (HRBPs), and Executive Services Business Partners (ESBPs) to deliver services in an ongoing manner with client organizations. Position Objective: Provide services as an Organizational Effectiveness Specialist in support of the overall functions of NASA/NASA Enterprise-Wide Human Capital Support Services (NEHCSS). The principal purpose of NEHCSS is to provide enterprise-wide human capital support and related services in support of NASA’s Office of the Chief Human Capital Officer (OCHCO) across multiple NASA Centers.
Responsibilities
The NASA organization development and effectiveness community supports NASA organizations across the agency and at every center in subject matter expertise, advice, intervention support, and feedback/strategy to achieve congruence among organizational components such as groups, teams, individuals, and Agency teams for various projects, initiatives, and ongoing organization support. The community comprises qualified OD practitioners who have demonstrated experience and effectiveness with organization health methodologies and tools, systems theory and approaches as related to human systems and organizations, organization effectiveness analysis, change leadership, individual and team assessment tools and debriefs, and feedback methods with all levels of leaders either in the Federal Government or private sector. The contractor shall, in performance of day-to-day operations, utilize expert knowledge in the field of organization development and effectiveness to provide assessment, analysis, recommend actions, and guidance to leadership to determine the change initiatives needed to facilitate an effective and high-performing environment within the organization. Responsible for, not limited to, interfacing with senior managers to better understand organizational dynamics and actual or proposed changes to develop processes, training programs and tailored support designed to improve the ability to successfully execute immediate organization, division, directorate, Enterprise or Center requirements and goals, and minimize productivity losses that may result from organizational change. The contractor shall provide subject matter expertise in areas related to organization transformation and related leadership and stakeholder-enabling planning. The contractor will partner with civil servant OD Practitioners, HR Business Partners (HRBPs), and Executive Services Business Partners (ESBPs) to deliver services in an ongoing manner with client organizations. Position Objective: Provide services as an Organizational Effectiveness Specialist in support of the overall functions of NASA/NASA Enterprise-Wide Human Capital Support Services (NEHCSS). The principal purpose of NEHCSS is to provide enterprise-wide human capital support and related services in support of NASA’s Office of the Chief Human Capital Officer (OCHCO) across multiple NASA Centers.
- Conduct comprehensive organizational assessments using validated diagnostic methodologies while partnering with internal OD staff and HR Business Partners in assessment techniques
- Utilize or develop organizational health indicators and measurement frameworks
- Design and facilitate process analysis and recommend actions for forward work
- Implement team effectiveness interventions using evidence-based approaches
- Support common areas of engagement such as communication effectiveness, decision-making, accountability and responsibility clarification related to roles, and alignment of organization goals and objectives within overall NASA organizational system
- Data collection, analysis, and reporting for organizational effectiveness initiatives
- Provide strategic change management expertise while building internal change capability
- Co-lead transformation initiatives with internal staff taking progressive ownership
- Develop change readiness assessment tools and implementation frameworks
- Crisis leadership and adaptive management guidance
- Stakeholder engagement and communication strategy development
- Strategic planning facilitation and implementation support
- Leadership development collaboration and integration
- Collaborative delivery model with internal staff as co-leads progressing to independent delivery
- Documentation of methodologies, tools, and best practices for organizational knowledge retention
- Regular participation in team meetings, knowledge sharing, and functional community sessions
- Collaborate effectively across NASA functions including leadership development, HR operations, and center-based teams
- Team development: Facilitate new or existing team growth and development to achieve stated goals and expectations
- Conflict management: Facilitate difficult conversations between two or more parties in high pressure situations to enable efficient, effective, and productive working relationships and teamwork in support of NASA's mission objectives using negotiation, intervention, and other traditional diplomatic methods
- Strategy development: Facilitate identification of visions, missions, goals, and objectives for various levels of the organization
- New Leader Transition: Facilitate transitioning from employee to supervisor/manager or new executive to an organization
- Knowledge Management: Facilitate the OCHCO's development and deployment of tools and techniques aimed at the capture, dissemination and utilization of tacit and explicit knowledge to positively enhance organizational learning
- Succession Management: Facilitate the OCHCO's and NASA leadership’s development and/or administration of succession management efforts aimed at ensuring appropriate development programs and tools are in place to prepare the next generation for leadership roles
- Organization Analysis and Design: Partner with the OCHCO and members of the NASA management team to assess current organizational states and develop/design organizational constructs that reflect future goals
- Change Management/Leadership: Consult at various stages of change processes and/or large-scale transformational changes
- Provide support to leaders to develop and execute change management plans, communication plans, and stakeholder analyses throughout the NASA organization utilizing current change management methodologies
- Develop leader’s capabilities to lead change within their organization
Qualifications
Basic Qualifications: Graduate studies in related field of study, or bachelor’s degree in appropriate area of specialization (e.g., management or organization management), with 2 - 5 years of directly related experience Change management and/or organizational design highly desired Preferred Qualifications: Ability to communicate effectively, orally and in writing, with non-technical and technical staff Detail-oriented and possess strong organizational skills with the ability to prioritize multiple tasks and projects Experience using the following tools at NASA or anywhere else: Integrative9 (iEQ 9) Enneagram Dominance, Influence, Steadiness, and Conscientiousness (DISC) Change Management Certification (Project Management Institute-PMI, Prosci or an acceptable equivalency as determined by the standards of the Association of Change Management Professionals (ACMP®) The Birkman Method Change Styles Indicator (CSI) Hogan Assessments NASA Environment Matters 360/NASA 540 Multi-rater Feedback StrengthsFinder Thomas-Kilmann Conflict Mode Instrument (TKI) Emotional & Social Competency Inventory (ESCI) Emotional Quotient Inventory (EQ-i) Emotional & Social Competency Inventory / 360
- Graduate studies in related field of study, or bachelor’s degree in appropriate area of specialization (e.g., management or organization management), with 2 - 5 years of directly related experience
- Change management and/or organizational design highly desired
- Ability to communicate effectively, orally and in writing, with non-technical and technical staff
- Detail-oriented and possess strong organizational skills with the ability to prioritize multiple tasks and projects
- Experience using the following tools at NASA or anywhere else: Integrative9 (iEQ 9), Enneagram, Dominance, Influence, Steadiness, and Conscientiousness (DISC), Change Management Certification (Project Management Institute-PMI, Prosci or an acceptable equivalency as determined by the standards of the Association of Change Management Professionals (ACMP®), The Birkman Method, Change Styles Indicator (CSI), Hogan Assessments, NASA Environment Matters 360/NASA 540 Multi-rater Feedback, StrengthsFinder, Thomas-Kilmann Conflict Mode Instrument (TKI), Emotional & Social Competency Inventory (ESCI), Emotional Quotient Inventory (EQ-i), Emotional & Social Competency Inventory / 360
Requirements
Basic Qualifications: Graduate studies in related field of study, or bachelor’s degree in appropriate area of specialization (e.g., management or organization management), with 2 - 5 years of directly related experience Change management and/or organizational design highly desired Preferred Qualifications: Ability to communicate effectively, orally and in writing, with non-technical and technical staff Detail-oriented and possess strong organizational skills with the ability to prioritize multiple tasks and projects Experience using the following tools at NASA or anywhere else: Integrative9 (iEQ 9) Enneagram Dominance, Influence, Steadiness, and Conscientiousness (DISC) Change Management Certification (Project Management Institute-PMI, Prosci or an acceptable equivalency as determined by the standards of the Association of Change Management Professionals (ACMP®) The Birkman Method Change Styles Indicator (CSI) Hogan Assessments NASA Environment Matters 360/NASA 540 Multi-rater Feedback StrengthsFinder Thomas-Kilmann Conflict Mode Instrument (TKI) Emotional & Social Competency Inventory (ESCI) Emotional Quotient Inventory (EQ-i) Emotional & Social Competency Inventory / 360
- Graduate studies in related field of study, or bachelor’s degree in appropriate area of specialization (e.g., management or organization management), with 2 - 5 years of directly related experience
- Change management and/or organizational design highly desired
- Ability to communicate effectively, orally and in writing, with non-technical and technical staff
- Detail-oriented and possess strong organizational skills with the ability to prioritize multiple tasks and projects
- Experience using the following tools at NASA or anywhere else: Integrative9 (iEQ 9), Enneagram, Dominance, Influence, Steadiness, and Conscientiousness (DISC), Change Management Certification (Project Management Institute-PMI, Prosci or an acceptable equivalency as determined by the standards of the Association of Change Management Professionals (ACMP®), The Birkman Method, Change Styles Indicator (CSI), Hogan Assessments, NASA Environment Matters 360/NASA 540 Multi-rater Feedback, StrengthsFinder, Thomas-Kilmann Conflict Mode Instrument (TKI), Emotional & Social Competency Inventory (ESCI), Emotional Quotient Inventory (EQ-i), Emotional & Social Competency Inventory / 360
Benefits
- Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
- Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by law
The job has moderate second-chance hiring potential. While the position requires a bachelor’s degree and 2–5 years of experience in organizational development or a related field, it does not explicitly exclude candidates with criminal records. The Government industry typically conducts background checks, but the nature of the role (organizational development and effectiveness) does not involve security clearance or public-facing roles that might be more restrictive. The job emphasizes communication, organizational skills, and experience with assessment tools, which are transferable skills that candidates with criminal records may possess. However, the lack of explicit second-chance language or inclusive language in the job description limits the score.
The score and explanation are provided by our Reentry and Support Technology for Assisting Returning Talent (RESTART AI). Its methodology for obtaining scores and explanations is continuously evolving. Please note that the score is only a guide and is not definitive, AI can make mistakes.
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