The Manager of Organizational Developmentwill provide a comprehensive range of organizational development services that align with business needs.  This role is designed to elevate talent practices across the organization through top talent, high potential identification, development and engagement initiatives, succession planning, and talent review processes. This role will also develop and leverage organizational and leadership engagement metrics to inform executive leadership decision-making related to people development strategies and leadership bench strength. As well as supporting broader organizational development efforts.

This role will focus on building and maintaining strong relationships with a broad range of stakeholders, including senior leaders and executives. It requires a clear understanding of stakeholder needs, strong communication skills, and the ability to identify and deliver effective talent and organizational development solutions.

This position will report to the Sr. Manager of Learning & Development.

Key Responsibilities

TALENT REVIEW PROCESSES

• In collaboration with Talent Development leadership and Consigli leadership’s strategic vision, design, develop, and implement an organizational talent review process to identify and develop an internal pipeline of high-potential employees and succession plans.
• Facilitate talent review meetings with executive leadership, Talent Development leadership, business partners and other stakeholders, ensuring consistent organizational evaluation practices.
• Establish and maintain a talent review evaluation process, with clear metrics to measure program success and impact on employee development and engagement.

TOP-TALENT PIPELINE INITIATIVES

• In collaboration with Talent Development leadership and Consigli leadership’s strategic vision, drive and lead company top-talent development initiatives. Create structured opportunities for executive leadership development. Including identifying critical capabilities, future skill needs, targeted development plans for high-potential individuals, and aligning initiatives and opportunities to business priorities. Working in partnership with business leaders and decision makers.
• Design and deliver innovative development experiences (e.g., stretch assignments, cross-functional exposure, external partnerships) that prepare leaders for future organizational needs 
• Establishing governance, metrics, and accountability for leadership outcomes, including tracking progress, measuring impact, and partnering with senior leaders to continuously refine the approach.

SUCCESION PLANNING

• Lead a comprehensive, organization-wide approach to succession planning, in partnership with executive leaders, Talent Development leadership, and other stakeholders.
• Monitor succession readiness, leadership pipeline health, and bench strength across the organization.
• Recommend targeted development actions to accelerate leadership readiness.
• Facilitate strategic conversations with business leaders on leadership continuity, readiness, and talent risks. Partners with leaders to develop action plans to address gaps and risks.

ORGANIZATIONAL ANALYTICS

• Analyze talent, leadership, engagement, performance, and organizational metrics to identify trends and inform strategic decisions and strategy.
• Develop executive dashboards and reports that identify leadership pipeline strength, succession readiness, and talent risks.

• Present findings and recommendations. Communicate progress, risks and opportunities related to leadership readiness bench strength, development priorities, and talent retention, to business leaders and stakeholders, to guide people strategies.

• Measure the effectiveness and impact of organizational development initiatives using meaningful business and talent metrics.

ORGANIZATIONAL DEVELOPMENT

• Facilitate talent reviews, succession planning sessions, strategic planning meetings, and organizational workshops.
• Lead discussions that build alignment, encourage productive dialogue, and support organizational change.
• Partner with leaders during organizational design and change initiatives to ensure successful adoption and sustained effectiveness.
• Administer and interpret leadership assessments (as certified and trained to lead), including 360-degree feedback assessments and other leadership diagnostics.
• Provide executive and leadership coaching to support individual development and performance improvement.
• Create individualized development plans for employee development

OTHER FUNCTIONS

• Proven skills in working as a member of a team as well as independently
• Strong written and verbal communication skills
• Strong strategic mindset, critical thinking and problem-solving skills
• Proficiency in Microsoft applications
• Proficiency in use of virtual delivery platforms (i.e. Teams, Zoom)

Required Education & Experience

• Bachelor’s Degree required; Master’s Degree preferred
• At least 9 years related experience in learning and development, organizational development, instructional design, training, or a related field, or equivalent combination of education and experience.
• Demonstrated success leading enterprise-level initiatives in large, complex organizations.
• Strong business acumen with the ability to connect business strategy to practical talent solutions.
• Exceptional stakeholder engagement and communication skills, with the ability to influence and collaborate across multiple levels of the organization, including executive levels.
• Experience with learning technologies and software (i.e. Learning Management System, Vimeo, Camtasia, Storyline, Survey software)
• Certification or training in behavioral and organizational development assessments (i.e. Hogan, Predictive Index, DISC, or other 360 assessments, etc)