Position Purpose:

Partnering with business leaders and HR teams, the Manager, Organizational Development (OD) supports the design and implementation of OD solutions aligned to business strategy. Acting as an internal consultant, this role gathers and analyzes data to address gaps between current and desired organizational states, supports organization design initiatives, and helps manage change impacts and adoption efforts. On large scale initiatives, the manager works closely with OD Senior Manager(s), leading workstreams and bodies of work. The Manager independently leads small to mid-scale OD projects and facilitate post-implementation reviews and benchmarking to drive continuous improvement.

Key Responsibilities:

• 30% – Organization Design & Planning – Supports both large scale organizational design initiatives, leading workstreams, as well as leading small to mid-size initiatives. Scope of work includes team alignment, discovery (qualitative and quantitative analysis of structure, work, processes, etc.), stakeholder feedback, and design of future-state organizations. Supports benchmarking efforts by comparing organizational health to industry standards as well as a best-fit approach and recommending improvements.  Drafts supporting materials, including organizational structures/charts, operating/governance models, and process maps.
• 30% – Organizational Analysis & Stakeholder Partnership – Partners with OD Senior Manager(s) to build strong relationships with business leaders and HR Business Partners. Serves internal stakeholders by developing a best fit approach to align evolving business strategies with our organizational structure, leadership, and culture to optimize organizational performance/effectiveness. Conducts analysis to understand the desired future state and success metrics and identifies best-fit OD solutions across structure, process, systems, and people. Designs and sometimes facilitates key events (e.g., workshops) to support leaders in achieving intentional alignment and planning.
• 20% – Change Management & Communications – Conducts change impact assessments and create communication plans and materials to support leadership and associate transitions. Coordinates with partner teams (e.g., learning, communications, compensation, talent acquisition) to ensure smooth implementation.
• 20% – Implementation & Adoption Support – Creates draft materials to support adoption of new structures and ways of working, via change integration support, leading workshops, and coordinating learning. Follows up on project success metrics post-implementation to ensure optimal adoption and partners with the business and HR Business Partners to make adjustments and plans as appropriate.
   

Direct Manager/Direct Reports:

• This Position typically reports to the Senior Manager, Organizational Development
• This Position has 0 direct reports

Travel Requirements:

• Typically requires overnight travel less than 5% of the time.
   

Physical Requirements:

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions, there may be a need to move or lift light articles.
   

Working Conditions:

• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.
   

Minimum Qualifications:

• Must be 18 years of age or older
• Must be legally permitted to work in the United States
   

Preferred Qualifications:

• 3 years’ experience in organizational design strongly preferred
• Prior experience in internal consulting, external consulting or HR strategy roles
• Proven experience in change initiatives in complex, matrixed environments
• Strong facilitation, stakeholder engagement, and change management skills (e.g., PROSCI or similar)
• Business and financial acumen, including experience assessing workforce investments, organizational costs, job architecture, and compensation-related considerations
• Experience gathering and synthesizing data to support informed decision-making
• Master’s degree in Organizational Development, I/O Psychology, HR, Business, or related field 
   

Minimum Education:

• The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job
   

Preferred Education:

• The knowledge, skills and abilities typically acquired through the completion of a master's degree program or equivalent degree in a field of study related to the job.
   

Minimum Years of Work Experience:

• 5
   

Preferred Years of Work Experience:

• 3
   

Minimum Leadership Experience:

• None
   

Preferred Leadership Experience:

• None
   

Certifications:

• None
   

Competencies:

• Action Oriented
• Situational Adaptability
• Communicates Effectively
• Organizational Savvy
• Resourcefulness
• Strong business acumen
• Demonstrates a strong sense of urgency and the ability to quickly reprioritize in response to shifting business needs
• Ability to review qualitative and quantitative data to identify key themes
• Strong written and verbal communication skills and ability to tell a story through PowerPoint
• Ability to interact effectively with and influence executive leaders
• Strong project management skills; must have ability to initiate project plans with minimum guidance
• Discretion when handling confidential information
• Strong problem solving and critical thinking skills