Organizational Development Od Manager Jobs (NOW HIRING)

1460 Garden of the Gods Road
Colorado Springs, CO 80907, USA

Schedule: Monday-Friday, 8am-5pm with occasional early morning/evening/weekends when business dictates to support our retail customers.

This position is eligible for Daily Pay!Work today, get paid today! We’ve partnered with DailyPay, a voluntary benefit to offer employees access to their pay on their own schedule.

JOB SUMMARY:

The Manager II, Organizational Development (OD) plans, evaluates, develops, implements and administers development and training programs for company employees for all levels of the business (high potential, leadership, technical, and foundational staff). The Manager also acts as liaison and advisor to the organization's leadership and facilitates initiatives across the organization.

ESSENTIAL FUNCTIONS: Overall Effectiveness of the Learning and Development Program:

• The OD Manager will assess the training needs of the organization’s business units and locations; conduct research; develop curricula in support of the strategic goals of the organization that matches organizational culture and applies tested instructional design theories, practices, and methods; facilitate offerings using current adult education methods; evaluate effectiveness and articulate the Return on Investment (ROI) of the Learning and Development (L&D) programs.

Driving Talent Strategies:

• The OD Manager will play a key role in driving talent strategies across performance management, annual review cycles, and succession planning through oversee performance frameworks, while equipping leaders with tools and training for effective feedback and development conversations. During annual review cycles, they manage timelines, communications, and systems to ensure smooth execution and meaningful outcomes. In succession planning, they identify critical roles, assess talent readiness, and support development plans for high-potential employees, aligning future leadership needs with organizational strategy. Their work ensures a strong, agile talent pipeline and a culture of continuous growth.

Develop and Maintain Partnerships with Key Constituents and Customers:

• The OD Manager will support business unit leaders by driving the talent development process; assessing customer needs and developing effective interventions; implementing innovative coaching, team building and leadership programs.

The OD Manager will maintain open lines of communication with all departments and take advantage of new communication tools/technologies. The incumbent will manage staff and organizational development projects and will spearhead change management strategies related to their implementation. The OD Manager will assist the Director of Talent Acquisition and OD with managing the annual budget for the organization’s learning needs.

Assess and Develop Learning and Development Staff:

• The OD Manager will recruit and hire L&D staff as needed; develop L&D staff members in facilitation and instructional design methods appropriate for Goodwill employees and individual departments; encouraging partnerships to assess and prioritize current and future training needs; provide training on Goodwill systems. Conduct regular feedback sessions with the L&D team to create cohesiveness and engagement.

Other:

• Ensure all reported matters are handled in a timely manner by conducting thorough research, interviews, and data analysis during the investigative phase, and communicating findings to appropriate management.
• Advise other managers on human resources issues, such as equal employment opportunity and sexual harassment concerns, ensuring timely and appropriate action is taken.

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education:

• A Bachelors degree in Training and Development, Organizational Development or related field; equivalent education and experience may apply.

Experience:

• 5 (five) or more years of experience in designing, implementing, and/or facilitating effective training and development programs for adults.
• 3 (three) or more years of experience managing a team within a corporate learning or Human Resources (HR) environment.
• 3 (three) or more years of experience in HR to include Employee Relations, Compliance, etc.
• Previous experience working for a Not-for-profit is a plus.

Other:

• Strong knowledge of performance management systems and review processes.
• Proven success in designing and implementing L&D programs.
• Excellent facilitation, coaching, and communication skills.
• Experience leading employee engagement initiatives and analyzing engagement data.
• Skilled in succession planning and talent development strategies.
• Proficiency with Learning Management Systems (LMS), Human Resources Information System (HRIS), and performance tools (e.g., UKG, Workday, SuccessFactors, Cornerstone).
• Strong data analysis and reporting capabilities.
• Change management and stakeholder influence skills.
• Ability to manage multiple priorities in a dynamic environment.
• To perform this job successfully, an individual should have intermediate knowledge of Microsoft (MS) Word, Excel, Outlook; LMS, and HRIS.
• The incumbent will spend time working in a general office environment. The noise level in the work environment is usually moderate. However, the incumbent may travel to Goodwill event locations where environmental conditions may vary. The primary work location will be either the Dever and/or Colorado Springs Headquarters. This is a hybrid position with at least three (3) days a week (Monday, Thursday, and one (1) flex day).
• Ensure all reported matters are handled in a timely manner by conducting thorough research, interviews, and data analysis during the investigative phase, and communicating findings to appropriate management.
• Advise other managers on human resources issues, such as equal employment opportunity and sexual harassment concerns, ensuring timely and appropriate action is taken.
• The incumbent will be required and must