Available Locations: Salisbury NC, Quincy MA, Scarborough ME or Carlisle, PAOur flexible/hybrid work schedule includes 3 in-person days at one of our core locations and 2 remote days.
Applicants must be currently authorized to work in the United States on a full-time basis.
Primary Purpose:The Organizational Development Manager develops enterprise organizational effectiveness strategies that strengthen leadership capability, organizational culture, associate engagement, and change readiness across ADUSA. This role serves as a trusted advisor / consultant to senior leaders and the officer community by designing and facilitating organizational development interventions, executive development initiatives, and change management strategies that drive business performance. The manager is also responsible for leading key enterprise reporting, engagement analytics, and external strategic partnerships to support organizational effectiveness priorities and transformational change initiatives. Expected travel up to 20%.
Duties and Responsibilities:- Develop and Implement Executive Development Plans: Collaborate with the Organizational Effectiveness team to create and execute yearly plans for executive development, connection, and team-building activities aligned with new partnership behaviors.
- Facilitate complex interventions within the USLT/ Brand President/officer community, or in support of complex cross-brand critical initiatives.
- Leads Intervention Design for Ineffective Functional Dilemmas: Offer intervention design and support for addressing ineffective functional dilemmas across ADUSA, collaborating with Brand OD teams on best practices and opportunities for improvement.
- Creates Library of Best Practices: create and maintain a library of common team building, development resources based on best practices, and change management methodology for ADUSA Brands.
- Serve as a strategic organizational effectiveness consultant to executives, HR leaders, and cross-functional business partners to assess organizational challenges, diagnose root causes, and design solutions that improve organizational performance, leadership effectiveness, and business outcomes
- Guide Organization Through Change: Assist the organization through periods of change, such as mergers, acquisitions, restructuring, or technology implementations, co-creating a change management playbook and providing support to ensure successful transitions. Consult on larger transformation projects ensuring that our AD CARES change model is utilized and understood by change leaders.
- Own the US reporting process end-to-end, ensuring accurate and timely reporting on metrics.
- Facilitate Culture Activation and Enhancement: Work closely with the ADUSA Services HR team to facilitate new culture activation and enhancements within the organization. (Listening strategies, Employee Value Propositions, TEI shared learnings, etc.)
- Incorporate Wellbeing Practices into Development Curriculum: Ensure that wellbeing practices are integrated into team development and learning curriculum to foster an inclusive and supportive work environment. Stay informed about best-in-class well-being practices and share relevant outputs with the organization to promote employee well-being.
- Aggregate AES Results and Create Annual Executive Summary: Own the creation of the annual executive summary of aggregate ADUSA AES (Associate Engagement Survey) results, conducting surveys, checkpoints, and analyzing data to inform actionable insights and improvement plans.
- Analyze organizational effectiveness, engagement, culture, and wellbeing metrics to identify trends, develop insights, and provide actionable recommendations to senior leadership teams.
- Manage External Partnerships: Serve as the main point of contact for select external partnerships in the Organizational Development space, (Top Employer Institute, TWIG, Next UP, Insights Discovery, Fierce Conversations, etc.) managing and enhancing partnerships based on organizational needs to support the achievement of strategic objectives.
- Additional job duties may be assigned as needed to meet the needs of the business and support our Values.
Qualifications: - Bachelor's degree in human resources, Organizational Development, Business Administration, or related field. Master's degree preferred
- 10+ years of progressive experience in organizational development, organizational effectiveness, change management, leadership development, talent strategy, or related disciplines, including consulting with senior leadership teams and supporting enterprise-wide initiatives.
- Strong understanding of organizational development principles, theory, change management methodologies, and well-being practices
- Certification in relevant areas such as Change Management, Coaching, or Leadership Development preferred
- Ability to demonstrate the application of OD theory and expertise to resolve complex leadership and organizational dilemmas.
- Demonstrated experience facilitating leadership team effectiveness and organizational development interventions with senior leaders and executive teams.
- Experience leading organizational change initiatives utilizing structured change management methodologies
- Ability to synthesize/analyze and align solutions to business strategies.
- Proven success building credibility, consensus, influence & collaboration.
- Ability to build relationships, influence stakeholders, and drive results
- Ability to synthesize/analyze and align solutions to business strategies.
- Strong interpersonal communication and facilitation skills w/ the ability to present concepts in a credible, confident, and consistent fashion.
- Proficient in Office software (Word, Excel, Power Point).
Preferred Qualifications:- Strong emotional intelligence and confidence to influence and facilitate change throughout organization hierarchy.
- Experience supporting mergers, reorganizations, business transformations, or enterprise change initiatives.
- Working knowledge of adult learning theories.
ME/NC/PA Salary Range: $108,880 - $163,320
MA Salary Range: $125,200 - $187,800
Actual compensation offered to a candidate may vary based on their unique qualifications and experience, internal equity, and market conditions. Final compensation decisions will be made in accordance with company policies and applicable laws.
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