Position SummaryThe Leadership & Org Development Manager serves as the strategic owner of GreenState's leadership and organizational development ecosystem. This role is responsible for defining and advancing the enterprise strategy for leadership development, leadership readiness, organizational capability, team effectiveness, succession support, and workforce growth. Partnering closely with executive leadership, Human Resources, business leaders, and enterprise teams, this role identifies current and future capability needs and develops scalable solutions that strengthen leadership effectiveness, organizational performance, and workforce readiness. As a senior thought leader and trusted partner, the Manager drives initiatives that build strong leaders, high-performing teams, and a culture of continuous growth, adaptability, and organizational excellence.
This role reports in-office daily at our branch in Clive, IA or our Financial Center in North Liberty, IA.
Salary range for this position is $103,793.30 - $121,346.42 with a progressive benefit package.
Essential Duties and ResponsibilitiesPerforms essential duties and responsibilities in the following areas which may include but are not limited to those listed and are subject to change.
Adheres to the Credit Union's core values and Service Standards in conducting GreenState's mission and vision.
Demonstrates a positive member service (internal and external) focus at all times.
Demonstrates teamwork in all interactions with coworkers and in the completion of all duties and responsibilities.
Ensures confidentiality of member information.
Supports a diverse and inclusive work environment.
Develop and execute enterprise strategies that strengthen leadership capability, organizational effectiveness, workforce readiness, and long-term business performance.
Design and maintain GreenState's leadership development framework, leadership development architecture, and leadership development roadmap across all leadership levels.
Partner with senior leaders and business stakeholders to assess organizational capability needs and align development strategies with business priorities and workforce requirements.
Lead the design and advancement of leadership pathways for emerging leaders, new managers, experienced leaders, senior leaders, and executive leadership populations.
Develop and oversee succession readiness, leadership pipeline, and leadership growth initiatives that support organizational sustainability and future talent needs.
Advise leaders and teams on leadership effectiveness, organizational capability, change readiness, team performance, and employee development strategies.
Partner with Human Resources and business leaders to integrate leadership development, talent planning, performance management, and employee development efforts.
Lead organizational development initiatives that strengthen communication, coaching, accountability, collaboration, adaptability, emotional intelligence, change leadership, and workforce effectiveness.
Establish frameworks and approaches that improve team effectiveness, leader effectiveness, organizational health, and employee engagement.
Guide the development of leadership resources, toolkits, assessments, playbooks, and capability building solutions that create scalable and sustainable impact.
Monitor leadership effectiveness, capability measures, workforce trends, engagement insights, and business performance indicators to identify opportunities for improvement.
Sponsor and support leadership enablement efforts related to strategic initiatives, organizational change, growth strategies, and business transformation.
Serve as a trusted advisor on leadership, organizational effectiveness, culture enablement,workforce capability, and learning innovation.
Partner with Learning Experience Design, Learning Performance, and Learning Technology & Data teams to ensure leadership and organizational capability solutions are aligned, measurable, and effective.
Research emerging leadership, organizational development, talent, and workforce trends to ensure GreenState remains current and future-focused in its capability-building practices.
Lead or contribute to enterprise-wide strategic initiatives requiring leadership, organizational effectiveness, workforce capability, or talent development expertise.
Perform other duties and special projects as assigned.
Job Requirements/Expectations
Bachelor's degree in Organizational Development, Human Resources, Leadership Studies, Business, Psychology, Learning & Development, Communications, or a related field; or an equivalent combination of education and experience. Master's degree, preferred.
7 or more years of progressive experience in leadership development, organizational development, talent development, workforce capability, organizational effectiveness, or a related discipline.
Demonstrated experience designing and implementing leadership strategies, development frameworks, capability models, and enterprise-wide development initiatives.
Experience partnering with executive leaders and senior stakeholders to identify capability needs and develop strategies that support organizational priorities.
Strong knowledge of leadership development, organizational effectiveness, adult learning principles, workforce development, change management, and talent development practices.
Demonstrated expertise building leadership development programs, leadership pathways, succession readiness strategies, and organizational capability initiatives.
Strong business acumen with the ability to connect leadership and organizational capability investments to business strategy, workforce planning, operational performance, and organizational outcomes.
Experience facilitating leadership discussions, executive workshops, strategic planning sessions, and capability-building initiatives.
Ability to interpret workforce data, engagement insights, capability metrics, and business indicators to inform decisions and measure effectiveness.
Strong coaching, facilitation, influence, relationship management, and stakeholder partnership skills.
Demonstrated ability to influence across all levels of the organization without direct authority.
Experience supporting organizational change, transformation, mergers, growth strategies, or large-scale organizational initiatives preferred.
Professional certifications in Leadership Development, Organizational Development, Executive Coaching, Talent Development, Change Management, or related disciplines preferred.
Must be bondable.
Reporting RelationshipThis position reports to the VP Learning & Development.
Supervisory ResponsibilitiesThis position is not responsible for the supervision of others.
