The Organization Development (OD) Manager is responsible for leading a team to ensure all initiatives are accomplished efficiently and effectively to support organizational needs. Partners with stakeholders to determine causes for performance gaps and identifies developmental solutions to improve organizational effectiveness. Assists the OE team with strategic planning to guide them from their current state to a desired state. Supervises plans, and monitors performance standards for the team. Reporting to the Sr. Director, Organizational Effectiveness & Talent Programs, this role will be responsible for understanding desired goals (at the organization and department level) assessing the gap in talent needs, implementing evidenced-based interventions, and measuring the impact to ensure sustained improvement. Coordinates efforts with internal and external partners and entities to achieve desired objectives on time. Under FLSA, incumbents in this position meet the criteria for exempt status.

How You'll Make an Impact:

• Serve as a trusted thought partner and collaborates closely with Strategic HR Partners, COEs, and leaders to develop and execute the talent strategy and supporting programs and initiatives while ensuing alignment with key business drivers.
• Proactively identify organization development needs, and work with Strategic HR partners and other stakeholders to design solutions to address gaps and opportunities. Leverages other Centers of Expertise partnerships and their offerings such as Learning and Leadership Development, Total Rewards, Talent Acquisition, etc. to enable an integrated approach for creating an environment for talent to thrive and grow.
•  Elevate the use of data analytics and insights to advance talent strategy agenda.
• Launch, analyze, and iterate on people systems and talent practices that scales and improves our culture, inclusive of performance management and talent planning.
• Curate strategic workforce planning efforts across the organization.
• Take a lead role and provide support and guidance on employment engagement survey design, deployment, and action planning. Partner with other departments for an integrated approach for employee pulsing and listening strategies.
• Administer climate surveys and provide recommendations to achieve expected outcomes.
• Provide guidance and support on transformation efforts. Participate on Change Leadership Team for strategic efforts. 
• Partner with Strategic HR Business Partners to align the HR strategy to the business.

Education 

• Bachelor’s degree in Human Resources, Organization Development or related field.
•  Master’s degree preferred.

Experience 

• At least five (5) years of relevant industry and/or consulting experience
• Two (2) years of supervisory or lead experience.
• Strong analytical and problem-solving skills with the ability to exercise mature judgment.
• Expertise designing employee programs and developing action plans
• Ability to manage multiple projects