POSITION SUMMARYThe Senior Manager Organizational Development is responsible for designing and executing strategies that strengthen organizational effectiveness, leadership capability, employee experience, and business performance. This role serves as a strategic partner to senior leaders, HR colleagues, and cross-functional stakeholders, translating business priorities into practical, scalable solutions across organizational design, change management, leadership development, succession planning, talent management, team effectiveness, culture, and employee engagement.
KEY RESPONSIBILITIES- Serve as a trusted organizational development advisor to executives, business leaders, and HR partners, applying a disciplined consulting approach to complex organizational and talent challenges.
- Provide executive coaching and organizational effectiveness consultation to senior leaders and leadership teams.
- Partner with senior leaders to assess organizational capabilities, structures, roles, governance, and ways of working, recommending solutions that improve accountability, decision-making, collaboration, and business performance.
- Lead and support the development of career frameworks, job architecture, capability models, and organizational structures that enable talent mobility and organizational scalability.
- Assess emerging workforce trends, technologies, and AI-enabled solutions to enhance organizational effectiveness, leadership capability, employee experience, and business performance.
- Lead organizational design and effectiveness initiatives by using business, talent, and employee data to identify capability gaps, organizational risks, and opportunities for improvement.
- Develop and execute change management strategies for enterprise and functional initiatives, including stakeholder engagement, change impact assessment, communications, capability building, adoption, and sustainment.
- Design and implement leadership and management development strategies that strengthen strategic thinking, coaching, accountability, change leadership, decision-making, and cross-functional collaboration.
- Lead or support talent review, succession planning, and leadership pipeline processes, including the identification of critical roles, high-potential talent, readiness, development priorities, and succession risks.
- Partner with business leaders to strengthen performance management, career development, feedback, coaching, and employee growth practices.
- Lead employee listening and culture initiatives, analyze feedback and organizational trends, and coach leaders in developing focused, measurable action plans.
- Design and facilitate leadership team effectiveness sessions, strategy meetings, workshops, and working sessions that improve alignment, trust, role clarity, decision-making, and execution.
- Serve as a trusted organizational development advisor to executives, business leaders, and HR partners, applying a disciplined consulting approach to complex organizational and talent challenges.
- Lead a portfolio of organizational development programs, establish success measures and dashboards, manage external partners and budgets as assigned, and continuously improve solutions based on outcomes and stakeholder feedback.
QUALIFICATIONSEducation and Experience- Bachelor's degree in organizational development, industrial-organizational psychology, human resources, business, behavioral science, education, or a related field; master's degree preferred.
- 8+ years of progressive experience in organizational development, organizational effectiveness, talent management, leadership development, change management, or a related discipline, including experience leading complex enterprise initiatives.
- Experience working in a manufacturing, industrial, advanced materials, chemicals, engineering, or other technically complex environment is preferred.
Skills- Strong business acumen and systems thinking, with the ability to connect strategy, structure, processes, talent, leadership, and culture to business outcomes.
- Exceptional consulting, facilitation, communication, and influencing skills, with demonstrated credibility partnering with senior leaders and diverse stakeholder groups.
- Proven expertise in organizational design, change management, leadership development, succession planning, team effectiveness, and culture or employee experience initiatives.
- Strong analytical and measurement capabilities, including the ability to interpret qualitative and quantitative data and translate findings into actionable recommendations.
- Demonstrated ability to manage multiple priorities, lead cross-functional initiatives, exercise sound judgment, and deliver scalable solutions in a fast-paced, global environment.
Status: Full Time/Hybrid
Additional informationApplicable only to applicants applying to a position in any location with a pay disclosure requirements under state or local law:
- The compensation range that is described below is the possible base pay compensation that the company believes in good faith that it will pay for this role at the time of posting based on job grade for the position. Individual compensation within this range is based on many factors such as years of experience etc. so the company might pay more or less than the posted range and it is understood that this range may be modified in the future.
- In addition to base compensation, MonoSol provides a yearly incentive compensation bonus, a profit sharing bonus when eligible, a comprehensive benefits package including medical, dental, vision insurances, short term disability, long term disability, accidental death and dismemberment, term life insurance, voluntary term life insurance, transit flexible spending account (if applicable), employee assistance program, identity theft protection, 401k and paid time off (vacation and sick days).
Compensation range - $121,000.00 - $154,000.00
Incentive Compensation Bonus Target - 15%
Paid time off amount - 15 days
