Under administrative supervision, the Learning and Organizational Development Manager designs L&OD

strategies that enable the the strategic priorities of People and Culture as directed by the Vice President of Human

Resources and Development, and lead and support key L&OD initiatives and projects for the organization

ESSENTIAL JOB FUNCTIONS

 Manages the training, learning, and development curriculum for roles within the association

 Manages, analyzes, and reports upon data from talent development, learning, and training initiatives

 Facilitates the analysis of training and development programs to enhance the effectiveness of team

member performance in achieving the desired results and objectives of the association.

 Identifies and incorporates best practices and lessons learned into program plans.

 Designs and develops curriculum and learning paths for leadership and individual contributor roles.

 Catalog, communication, and internal marketing of learning and development opportunities

 Reviews evaluations of training courses, objectives and accomplishments and reports results and

analysis to senior leadership.

 Assesses effectiveness of training in terms of accomplishments and performance

 Develops ad expands Talent Management functionality within Workday

 Defines and executes L&D strategies in collaboration with VP of HR and Development as well as other

key stakeholders

 Develops and drives creation of talent review, succession planning and development planning

 Creates and implements career development philosophy

 Acts as liaison with local colleges, universities and other educational institutions/vendors when needed

to expand and enhance the service of the department

 Conducts needs analysis to determine measures that enhance performance and overall company

performance.

 Supports the organization to develop action plans in response to surveys with meaningful accountability

measures

Learning &OD Manager

Created January 2022

 Ensures learning and development programs and tools are aligned with the diversity, equity and

inclusion (DEI) goals; 

 Co-develops and implement training budget

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by

incumbents of this job. Incumbents may be requested to perform job-related tasks other than those specifically presented in this

description.

EDUCATION

 Bachelor's degree in Human Resource Management, Industrial/Organizational Psychology or related

field and seven or more years’ experience in organizational development, designing and implementing

employee development programs; or,

 Master’s Degree in Organizational Development or related field with four years experience in

organizational development, designing and implementing employee development programs preferred 

 Certified Professional in Learning and Performance (CPLP) credential (or similar credential) preferred 

 SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP)

credential preferred 

EXPERIENCE

 Must have a minimum of two years experience, managing a medium to large scale L&OD

department.

 Strong command of Microsoft Office skills and ability to produce deliverables that carry a “stamp

of excellence”

 Strong relationship building and stakeholdermanagement skills, including experience owning client

relationships with senior leaders

 Demonstrated consultative approach: excellent communication and influencing skills to

communicate effectively and credibly, both verbally and in writing, with audiences at all

management levels

PHYSICAL DEMANDS

 Position has no unusual physical demands. Typical office environment.

Within the bounds of their respective job descriptions, all staff are expected to exercise principle-centered leadership, focused on

customer service responsiveness, with a continuous quality improvement orientation. Additionally, all staff are expected to develop a

working knowledge of and follow all policies and procedures related to safety management and other Joint Commission standards.

LEADERSHIP COMPETENCIES



 Encourage best practices

 Ensure effective use of procedures

 Improve processes and systems

 Develop collaborative relationships

 Understand budgets and finances

 Organizes staff

 Inspire a shared vision

 Empower others to act

 Model for Seven Counties’ mission, vision,

and values