The Manager, Organizational Learning and Development, oversees all aspects of organizational development within Cornerstone Advisors. This role is responsible for designing and implementing training programs, managing change initiatives, and evaluating existing development efforts to align with company objectives. The role focuses on building human capital and promoting a robust employee development culture. Additionally, the manager will facilitate the employee performance cycle, developing performance metrics to assess program effectiveness and identify areas for enhancement. Leadership development, team building, and organizational communication assessments are also key responsibilities. The position administers employee engagement surveys and manages the employee onboarding program. The Manager reports directly to the Vice President, Human Resources.
ESSENTIAL FUNCTIONS
Knowledge and Skills
Manages all aspects of organizational development, including training program development and implementation.
Facilitates change management initiatives to support organizational goals.
Reviews and optimizes current development programs to ensure alignment with company objectives.
Develops and implements employee performance measurement tools to evaluate program success and areas for improvement.
Assesses and enhances leadership development, team development, and organizational communication practices.
Administers employee engagement surveys and analyzes results to drive improvements in employee satisfaction and retention.
Oversees the employee onboarding program to ensure a smooth transition for new hires.
Supervises subordinate staff in their daily activities, providing guidance and support.
Ensures departmental milestones and goals are achieved within approved budgets.
Makes personnel decisions, including hiring, training, and performance evaluations.
Problem Solving/Analysis
Conducts thorough training needs analysis by gathering data from employee surveys, performance metrics, and stakeholder feedback to identify skill gaps and development opportunities.
Utilizes employee performance data and engagement survey results to pinpoint inefficiencies and tailor development programs that address specific organizational needs.
Engages with cross-functional teams to understand operational challenges and co-create development initiatives that align with both team goals and broader business objectives.
Regularly reviews the effectiveness of existing training and development programs by measuring outcomes and adjusting strategies to improve overall organizational performance.
Identifies resistance to organizational changes and implements targeted interventions that promote employee buy-in, reducing friction during transitions and ensuring successful change implementation.
Business Impact and Scope
Drives business performance by developing training programs that improve employee skills, boost productivity, and foster innovation, contributing to overall organizational success.
Strengthens leadership pipelines by assessing and implementing leadership development programs, ensuring the company has a well-prepared management team to meet future business challenges.
Increases employee satisfaction and reduces turnover by overseeing employee engagement surveys and implementing initiatives that foster a positive work environment and a culture of continuous growth.
Ensures that organizational development initiatives are directly aligned with company objectives, leading to a more agile workforce capable of adapting to market changes and business priorities.
Facilitates smooth organizational transitions by leading change management efforts that minimize disruptions, improve employee adaptability, and ensure business continuity during periods of transformation.
Communication and Collaboration
Works closely with department heads and managers to understand their teams' training needs, align development programs with business goals, and ensure smooth implementation of learning initiatives.
Regularly reports to senior leadership, including the Vice President of Human Resources, providing updates on the effectiveness of training programs, employee engagement metrics, and organizational development progress.
Engages directly with employees at various levels, offering coaching, guidance, and development opportunities to enhance individual performance and career growth.
Leads group sessions, workshops, and presentations to educate employees on new processes, leadership development, and change management strategies, encouraging a learning-oriented culture.
Encourages open communication by soliciting feedback from employees and leaders on training programs, using this input to continuously improve the effectiveness of learning and development initiatives.
nfluence Responsibility/Level of Interaction
Works closely with senior leaders to advocate for and implement organizational development strategies that align with business goals, using data and best practices to influence decision-making on talent development.
Provides one-on-one coaching to employees and managers, helping them identify areas for growth and guiding them toward behavioral changes that enhance performance and leadership abilities.
Collaborates with external training vendors, consultants, and learning platform providers, negotiating services and ensuring external resources are aligned with the company's learning objectives and culture.
Influences employees at all levels by fostering a culture of continuous learning and professional development, encouraging participation in training programs and leading by example in embracing new learning initiatives.
Facilitates smooth transitions during organizational changes by effectively communicating the rationale and benefits of the changes, influencing employee buy-in and reducing resistance to new processes or structures.
Supervisory Responsibility and Autonomy
Supervisory Responsibility: Directly manages one subordinate staff member, providing guidance, setting performance expectations, and overseeing day-to-day tasks. Also responsible for hiring and managing contractors for specialized training and development projects as needed.
Level of Autonomy: Operates with significant autonomy in developing and executing organizational development programs, managing budgets, and making key decisions related to training initiatives and change management, while aligning major strategies with senior leadership and business goals.
REQUIRED SKILLS & ESSENTIAL QUALITIES
Technical Skills
Human Resource Management Systems (HRMS): Proficiency in managing employee data, tracking training progress, and reporting on HR metrics through HRMS platforms.
Learning Management Systems (LMS): Experience using LMS platforms to design, deliver, and manage training programs and eLearning initiatives.
Training & eLearning Software: Knowledge of tools like Articulate, Adobe Captivate, or similar software for creating interactive learning content and modules.
Data Analysis & Reporting: Strong skills in analyzing employee performance data, engagement survey results, and training program effectiveness using tools such as Excel, Tableau, or Power BI.
Change Management Tools: Familiarity with change management frameworks (e.g., Prosci ADKAR, Kotter's Model) to guide organizational transitions.
Project Management Software: Experience using tools like Smartsheet, Trello, or Microsoft Project to plan, execute, and track organizational development initiatives and training projects.
Soft Skills
Leadership: Ability to inspire and guide employees and teams, advancing a culture of learning and development throughout the organization.
Communication: Excellent verbal and written communication skills for effectively conveying ideas, conducting training sessions, and engaging with all levels of staff.
Emotional Intelligence: Strong interpersonal skills, including empathy and active listening, to understand employees' needs, manage conflict, and build positive relationships.
Problem-Solving: Critical thinking and creativity to assess organizational challenges, identify areas for improvement, and develop effective learning solutions.
Adaptability: Flexibility to adjust strategies and training programs in response to changing business needs and employee feedback.
Influence and Persuasion: Ability to advocate for development initiatives and inspire engagement in learning programs, influencing behavior and organizational culture positively.
Collaboration: Strong teamwork skills to work with cross-functional teams, leadership, and external vendors in achieving organizational goals.
EDUCATION & EXPERIENCE
Minimum Qualifications
Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field; or equivalent experience.
Minimum 5 years of experience in organizational development or a related HR function.
1-3 years of supervisory experience.
Proven experience in designing and implementing training programs and performance management systems.
Preferred Qualifications
Previous experience as an HR Generalist, with a broad understanding of HR functions and employee lifecycle management.
Professional Certified Coach (PCC) certification is a plus.
Prior experience using Paycom HRIS/LMS for managing employee data, learning content, and training initiatives.
Familiarity with Microsoft Dynamics 365 for CRM/ERP, with experience in both using the software and training others to effectively use the system.
Experience managing and implementing Culture Amp for employee engagement surveys and performance management.