The Organizational Development Manager plays a critical role in developing our people and culture. This position will report to the Human Resources Director as a trusted advocate and advisor for expert counsel in the following key areas: strategic development, learning and development, organizational development and engagement, and culture. The OD Manager is a forward-looking, progressive leader who is deeply connected to the organization and understands (or seeks to understand) the nuances and needs of varying departments, allowing specialized content creation. Through the creation and development of training curriculums, this position will assist in building a culture of high performance, and engagement and will positively impact attraction and retention.
Lead and develop a range of talent and organizational strategies aimed to strengthen talent, maximize engagement, and deliver success to the organization at all stages of the talent life cycle.
Build relationships with department heads and management teams to align organizational needs with the necessary hard and soft skill training as well as the change management tools required to implement these programs.
Work with the HR and functional leaders’ teams to deploy and execute enhanced programs and initiatives.
Learning & Development
Develop a high-performing L&D function that is responsible for creating and delivering onboarding, career and professional development, and leadership development to ensure high levels of employee performance and development.
Create and administer standardized processes to ensure employee growth, development, and preparedness for career succession through review and succession planning processes. Support the management team in understanding and utilizing best practices in these processes, including but not limited to coaching, goal setting, feedback, and employee development.
Establish standardized change management best practices to support organizational change; uses key processes, tools, and practices that can be deployed on a routine basis.
Work within our L&D software to create and launch position-based learning (hard and soft skill training)
Must be adept with a variety of multimedia training platforms and methodologies.
Develops, implements, and maintains methods for evaluating and monitoring program performance.
Engagement and Culture
Design, implement, and analyze employee surveys (culture, engagement, etc.) as needed. Assist in data collection and delivery of measurable objectives.
Collaborates with HR Business Partners and management team to create action plans for improvement.
Continuously improve onboarding program to ensure a positive experience for all new hires leading to their success and readiness to work.
Research, identify, and address issues that affect the overall health of the organization, including trends, morale, effectiveness, turnover, absenteeism, and productivity.
Lead strategic planning efforts and strategic management systems. Provide format structures and guide directors and managers through methodologies to examine environmental factors and stakeholder interests; clarify purpose; identify and prioritize goals, objectives, and performance measures; name process owners; design action plans; create improved business processes, and establish tracking and evaluation systems. Coordinate and manage reporting and review processes to support established strategic management systems.
Performs other duties as required.
KNOWLEDGE, SKILLS, AND ABILITIES
Thorough knowledge of the theories, concepts, and practices of organizational development.
Thorough knowledge of the methods and procedures used in developing and implementing organizational effectiveness and leadership development programs.
Strong strategic thinking skills with highly developed municipality business acumen.
Superior change management skills.
Proficient in dealing effectively with both individuals and groups at a full range of levels on a variety of work-related issues and influencing them to change their behavior.
Ability to mediate resolutions to problems within and across department lines to improve organizational effectiveness.
Ability to manage a variety of programs.
Ability to work equally effectively in team-based environments as well as on tasks, which require high levels of initiative, autonomy, and independent thought and action.
Strong oral and written communication skills, including the ability to influence and lead others.
Excellent organizational and prioritization skills.
Ability to maintain confidential and sensitive information; modeling a calm and rational demeanor in stressful situations.
EDUCATION AND/OR EXPERIENCE
Any combination of training and experience substantially equivalent to a Bachelor’s Degree (required) or Master’s Degree (preferred) from an accredited university or college in organizational development, business or public administration, human resources or a closely related field
5 years of leadership experience in developing and implementing programs in organizational development, strategic planning, employee and management training, leadership development, coaching, process facilitation, organizational intervention or other areas aimed at strategically improving the performance of an organization and its employees.
Experience managing and developing E-Learning platforms and/or online training systems.
Public sector or non-for-profit experience
The employee is frequently required to sit, walk, talk and hear.
The employee is occasionally required to use hands to finger, handle or operate objects, controls, or tools.
The employee must occasionally lift and/or move more than 20 pounds.
Specific vision abilities required by this job include close vision, depth perception, and the ability to adjust focus.
Work is performed primarily in a climate-controlled office setting. It May involved extended periods of sitting, typing on a keyboard, and using a telephone among other office equipment.
Periodic exposure to stressful situations.
May require small amounts of travel to and from meetings and training.
The noise level in the work environment is usually moderate to low.
Occasional non-traditional working hours which may include evening and weekend meetings.
The physical demands and work environments described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Accommodations will be examined on a case-by-case basis.
The above statements are intended to describe the general nature and level of work being performed by persons assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required by personnel so classified.