Position summary:
The Organizational Development & Training Manager plans, develops, implements and directs strategic developmental and training for processes for the organization’s associates. The manager also acts as liaison and advisor to the organization’s leadership and facilitates strategic initiatives across the organization. They are a champion of ADAC culture and create the foundation for how we, as an organization, work together to achieve success.
Job Family: Managers
Competencies:
- Manages Complexity: Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, offers penetrating questions to help others get to the heart of complex situations and find strong solutions. Uses a range of inputs to fully understand and solve problems.
- Develops Talent: Develops people to meet both their career goals and the organization’s goals. For example, builds long-term succession for key roles. Builds a learning culture in the team; uses teachable situations to offer insightful coaching. Recommends and facilitates activities and assignments that help people grow.
- Values Differences: Recognizes the value that different perspectives and cultures bring to an organization. For example, builds a team culture in which differences are embraced; leverages people’s differences to strengthen the workgroup; exposes team members to diverse perspectives and ensures they learn from these viewpoints.
- Builds Effective Teams: Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. For example, revises processes and builds systems that create a culture of teamwork and team spirit across the organization. Demonstrates a highly team-oriented approach; works skillfully with many leaders.
Essential Responsibilities:
- Design and manage the development of complex leadership development programs to meet individual and organizational learning needs within specified timelines and resources; identify and incorporate appropriate L&D methodologies and delivery channels, oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
- Manage the delivery of complex L&D programs to ensure the engagement of learners and achievement of intended learning outcomes; engage with individual senior leaders to deliver leadership development training or coaching and to support their personal development.
- Engage with functional management to clarify organizational requirements, to set priorities for Learning and Development interventions, and to define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis and organizational succession planning.
- Champion Change Management throughout the organization, ensure good CM principles are being adhered too, and when necessary, drive skill set enhancement and training opportunities around departmental CM.
- Specify, develop and test HR data collection procedures and tools (ex: Learning Management Systems) within an area of HR practice to meet defined key principles and ensure compliance with internal and external requirements.
- Develop functional or operational policies and help develop policy frameworks for area of responsibility or department. Take responsibility for creating underlying procedures and monitoring their implementation.
- Communicate the actions needed to implement the function’s strategy and business plan within a given team; explain the relationship to the broader organization’s mission, values and fundamental behaviors; motivate people to commit to these and to doing extraordinary things to achieve local business goals.
- Use the organization’s formal development framework and succession plans to identify the team’s and individual development needs. Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities. Provide informal training or coaching to others throughout the organization in areas of expertise to enable others to improve performance and fulfill personal potential.
- Develop and/or deliver budget plans and maintain adherence to companywide P&L.
- Participate in the selection of external consultants or advisors to deliver key projects and/or ad hoc services; ensure that business objectives, company strategy and requirements are clearly understood and monitor outcomes, taking appropriate corrective action where necessary.
- Manage and report on the performance of a substantial, diverse team; set appropriate performance objectives for direct reports or project / account team members and hold them accountable for achieving these; take appropriate corrective action where necessary to ensure achievement of team / personal objectives in partnership with the VP and Director of Human Resources.
Education & Experience:
- Bachelor’s Degree required from an accredited university; with concentration organizational development, human resources or related business focus preferred.
- 2 or more years of successfully leading or coordinating projects
- Demonstrated ability to speak comfortably in front of large audiences and effectively deliver material
- Certification in Leadership Training or Change Management
- Experience working with a Learning Management System (LMS) highly preferred.
Non-Essential Responsibilities:
- All other duties as assigned.
Other Knowledge, Skills & Abilities:
- Leadership skills to motivate, coach, and guide team.
- Lead and impact change directly and indirectly with influence
- Effectively communicates in all forms as appropriate for the needs of the audience.
- Identifies complex problems and reviews related information to develop and evaluate options and potential solutions.
- Effectively distributes and manages information received to ensure deliverables are met within required timing.
- Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
- Develops people to meet both their career goals and the organization’s strategic goals.
- Manages sense of complex, high quantity and sometimes contradictory information to effectively solve problems.
- Recognizes the value that different perspectives and cultures bring to an organization.
