Job Summary

The Manager, Organizational Development is responsible for designing, implementing, and continuously improving organizational development, talent development, employee engagement, onboarding, employee listening, and learning initiatives. This role partners with HR Business Partners, Talent Acquisition, HR Operations, Communications, and business leaders to enhance employee experience, build organizational capability, and support business objectives.

Key Responsibilities:

Employee Engagement & Employee Listening

• Manage the administration and execution of employee engagement surveys, onboarding surveys, pulse surveys, and other employee listening programs.
• Analyze employee feedback and workforce data to identify trends, opportunities, and areas for improvement.
• Develop reports, dashboards, and insights for HR and business stakeholders.
• Present findings and recommendations to HR leaders, business leaders, and key stakeholders.
• Support action planning efforts and monitor progress against engagement goals.
• Identify workforce trends and recommend initiatives that improve employee engagement, retention, manager effectiveness, and employee experience.

Leadership Development & Talent Management

• Support the design, implementation, and continuous improvement of leadership and manager development programs.
• Coordinate and administer development offerings such as Leader Fundamentals, manager onboarding, and other leadership development programs.
• Partner with HR Business Partners to identify organizational capability gaps and development needs.
• Support talent review, succession planning, and talent assessment processes.
• Recommend and support initiatives that strengthen internal talent mobility and career development opportunities.
• Promote a culture of continuous learning, feedback, and professional growth across the organization.

Onboarding & Organizational Effectiveness

• Manage and enhance onboarding programs and resources to support a positive new hire experience.
• Coordinate ongoing improvements to onboarding processes, onboarding plans, and employee transition experiences.
• Analyze onboarding survey feedback and organizational data to identify opportunities to improve workforce readiness, retention, and employee integration.
• Partner with Talent Acquisition, HR Operations, and business leaders to support effective onboarding and employee transitions.
• Support change management, culture, organizational effectiveness, and employee experience initiatives.
• Contribute to projects that enhance workforce effectiveness and organizational performance.

Learning Solutions & Development

• Partner with Learning Solutions and key stakeholders to support enterprise learning, leadership development, compliance training, new hire on-boarding, and learning technologies.
• Identify organizational learning and development needs through business consultation, employee feedback, and workforce data.
• Collaborate on the design, implementation, and evaluation of learning programs that support employee growth and business objectives.
• Monitor learning metrics and participant feedback to assess effectiveness and recommend improvements.
• Support compliance learning administration, reporting, and completion tracking.
• Partner with HR Systems, IT, and vendor partners to support learning technology enhancements and optimization.
• Promote adult learning principles and instructional design best practices across learning initiatives.
• Support vendor relationships and external learning partnerships as needed.
• Ensure alignment between learning programs, talent development practices, employee engagement initiatives, and organizational priorities.

Required Skills:

• Experience implementing employee engagement, talent development, learning, or organizational effectiveness programs.
• Experience administering employee listening initiatives, surveys, and feedback programs.
• Demonstrated success managing cross-functional projects and building collaborative partnerships.
• Strong facilitation, consulting, communication, and stakeholder management skills.
• Experience using workforce analytics and employee feedback data to support organizational decision-making.
• Ability to influence without direct authority and drive results through collaboration and partnership.

Qualifications:

Education: Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Education, Business Administration, or a related field preferred. Substantial professional experience may be considered in lieu of a degree.

Experience:

• 5-7 years of experience in Organizational Development, Talent Management, Learning & Development, Employee Engagement, Human Resources, or a related field.
• Experience supporting Learning & Development programs and learning technologies.
• Experience with Workday Learning, employee engagement platforms, talent management systems, and workforce analytics tools.

Certifications: SHRM-CP, SHRM-SCP, PHR, SPHR, CPTD, Prosci, Kotter, or related professional certifications preferred.

Working Conditions: Remote with occasional business travel

Supervisory Experience: (if applicable)

N/A

Compensation & Benefits:

• 401k Retirement Plan
• Medical, Dental and Vision insurance on first day of employment
• Generous Paid Time Off
• Employee Assistance Program and more

Compensation Range: $86,000 - $113,850 annually

This role is eligible for a base salary within the posted range. Actual compensation will be determined based on a variety of factors, including skills, experience, and geographic location. Compensation may vary for positions based in high cost-of-labor markets.

The above is intended to describe the general contents and requirements of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive statement of all duties, responsibilities, or skills of personnel so classified.