Learning And Organizational Development Jobs in Ohio

Job Summary

The Learning and Organizational Development Specialist designs, implements, and evaluates programs that enhance employee performance, engagement, and organizational effectiveness. This role serves as the primary administrator of the Dayforce Learning platform – owning learning plans, learning groups, course loading and assignments, troubleshooting, testing, and reporting dashboards – and curates the quarterly professional development learning plans (Lead Self, Lead Relationships, Lead Teams and Lead Organization) that build leadership capability across the enterprise. The Specialist also manages day-to-day learning vendor relationships, including license and seat administration, course sourcing, and statements of work.

In addition, this role supports enterprise leadership programs – including the Enterprise Leadership Program, Advanced Leadership Program, and the Global TeamLEAD Operating System – through assessment administration, participant and facilitator materials, session logistics, evaluation surveys, and co-facilitation. The Specialist partners on the mid-year and year-end performance review cycles by maintaining process documentation, manager and employee how-to guides, and stakeholder communications; and collaborates with HR Centers of Excellence, HRBPs, and business leaders to document standard operating procedures, analyze learning

Essential Job Functions *

1. Consult with business leaders, HRBPs, and HR Centers of Excellence to diagnose performance and capability gaps; conduct needs assessments, recommend build-versus-buy solutions, and prioritize and track work through the L&OD project portfolio.
2. Curate, build, and launch the quarterly professional development curriculum aligned to the 365Learning 4Ls framework (Lead Self, Lead Relationships, Lead Teams, Lead Organization), differentiating content for individual contributors and people leaders.
3. Design, deliver, and evaluate enterprise leadership development programs – including the Enterprise Leadership Program, Advanced Leadership Program, Emerging Leaders Program, and Global TeamLEAD Operating System – through assessment administration, individual development planning, participant and facilitator materials, and co-facilitation.
4. Partner on enterprise talent management processes – goal setting, mid-year and year-end performance reviews, talent review, and succession planning – by developing employee, manager, and HRBP guides and learning materials, maintaining process documentation and standard operating procedures, and resolving process questions.
5. Design and deploy site-specific learning solutions for distribution center, manufacturing, and warehouse audiences using blended microlearning and facilitated shift-huddle debriefs, and equip site leaders and HRBPs through train-the-trainer materials.
6. Measure organizational impact by designing evaluation surveys, building and maintaining learning dashboards, tracking adoption and completion, investigating data discrepancies, and translating results into recommendations that improve program effectiveness.
7. Drive program adoption through learning communications, launch and adoption campaigns, and self-service resources such as the Learning Hub, tutorials, FAQs, and manager and employee how-to guides, in partnership with Corporate Communications and HR leadership.
8. Partner with Subject Matter Experts and HR Compliance to deploy required and regulatory training across U.S., Canada, and Mexico locations and maintain training records that satisfy compliance and record-keeping requirements.
9. Source, evaluate, and manage external learning vendors, consultants, and content libraries, including licenses, seats, course purchases, and statements of work.
10. Administer the learning management system to enable program delivery – configuring learning plans and groups, assigning and testing courses prior to launch, resolving learner access issues, and partnering with HRIS on system configuration.
11. Continuously improve L&OD service delivery by managing and triaging the shared Learning inbox, documenting standard operating procedures, applying automation and AI-enabled tools to routine support, and staying current on industry trends and best practices.

* This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Employees are expected and encouraged to participate in safety and health program activities including immediately reporting hazards, immediately reporting unsafe work practices and incidents to supervisors, wearing required personal protective equipment, and participating in and supporting safety committee activities.

Education & Experience

1. Bachelor’s degree in human resources, Organizational Development, Education, Psychology, or a related field (Master’s degree preferred).
2. Proficiency with learning management systems (LMS) and e-learning tools.
3. Proven experience in learning and development, organizational development, or related roles.
4. Strong knowledge of instructional design principles and adult learning theories.
5. Excellent facilitation, communication, and interpersonal skills.
6. Analytical skills to assess program effectiveness and make data-driven decisions.
7. Working knowledge of artificial intelligence tools and their application to learning and organizational development, including experience using AI to accelerate content development, curate learning resources, analyze learning data, and automate routine learning support, with sound judgment on responsible and ethical use.

Competencies – Knowledge, Skills and Abilities

1. Strategic thinking and problem-solving.
2. Ability to manage multiple projects and priorities in a dynamic environment.
3. Strong collaboration and stakeholder engagement capabilities.
4. Passion for fostering a culture of growth and continuous improvement.
5. Adjusts quickly to shifting priorities, changing technology, and evolving business needs.
6. Takes ownership of work with minimal direction and proactively seeks information and resources to move projects forward.