Job PurposeThe Manager – Learning & Organizational Development (L&OD;) serves as a strategic partner to business leaders in enhancing organizational capability and driving sustainable performance. This role is responsible for leading enterprise-wide initiatives in organizational development, change management, and talent development that align with business objectives and foster a culture of continuous learning and improvement.

Goals and Objectives

• Support the Senior OD Officer and HR/OD team in delivering initiatives that drive organizational change and transformation.
• Coordinate and support the design and delivery of impactful learning, leadership, and organizational development programs.
• Promote a culture of learning, collaboration, and continuous development across teams.

Reporting RelationshipsReports To: Director – Learning & DevelopmentDirect Reports: None

Key Responsibilities

Program & Project Management

• Lead and manage multiple organizational development initiatives simultaneously, ensuring alignment with business priorities and timely execution.
• Develop and monitor program budgets, ensuring cost-effective allocation of resources.
• Manage relationships with external vendors, consultants, and service providers supporting OD and L&D; programs.
• Build and lead cross-functional project teams with explicit roles, responsibilities, and effective collaboration.
• Track milestones, identify potential risks, and implement mitigation strategies to ensure successful outcomes.

Organizational Design, Restructuring & Transformation

• Conduct organizational assessments to identify structural inefficiencies and design optimal operating models aligned with strategic goals.
• Lead restructuring initiatives, including span of control, role design, and reporting optimization.
• Design and implement enterprise-wide change management programs using proven methodologies (e.g., Kotter, ADKAR).
• Develop stakeholder engagement, communication, and training plans to support successful change adoption.
• Drive organizational culture transformation through targeted interventions and measurable outcomes.

Talent & Leadership Development

• Design and implement integrated talent management frameworks, including performance management, succession planning, and career development.
• Build robust succession pipelines by identifying high-potential talent and developing individualized growth plans for key roles.
• Develop and maintain competency and leadership frameworks that define success criteria across all levels.
• Design, deliver, and continuously improve leadership and manager development programs.
• Evaluate program effectiveness through data analytics, participant feedback, and business impact measures.
• Partner with business leaders to identify capability gaps and design targeted learning interventions.

Organizational Assessment & Analytics

• Design and conduct organizational health diagnostics using surveys, focus groups, and assessment tools.
• Analyze workforce data (e.g., engagement, turnover, performance) to derive actionable insights.
• Translate data findings into evidence-based OD strategies and initiatives.
• Track and report key organizational health indicators to senior leadership.
• Conduct root-cause analyses of organizational challenges and recommend data-driven solutions.

Consultation & Partnership

• Partner with senior leadership to diagnose organizational challenges and co-create effective solutions.
• Build and maintain strong stakeholder relationships across all levels.
• Facilitate strategic planning sessions, leadership offsites, and team alignment workshops.
• Design and deliver team-building and development interventions to enhance collaboration and effectiveness.
• Coordinate large-scale engagement initiatives such as town halls and feedback sessions.

Communication & Influence

• Develop and present compelling business cases and OD strategies using data-driven insights.
• Design and execute communication strategies that promote awareness, engagement, and adoption of key initiatives.
• Influence stakeholders through clear, persuasive, and strategic communication.