Manager- Organizational Development & Learning

Position: Manager- Organizational Development & Learning Full Time Days
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** REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES
*** Must possess training and development expertise, understanding of management, operations and strategy, excellent verbal and written communication, project management and interpersonal skills
* Basic business acumen; ability to manage a budget
* Consultation and critical evaluation abilities
* Strategic thinker and able to execute into action
* Cultural awareness
* General knowledge of HR basics
* Strong relationship management; strong interpersonal skills
* Demonstrated self initiative#
** DUTIES AND RESPONSIBILITIES
*** Assesses, develops, proposes, implements and evaluates training and development initiatives and organizational development programs for all staff.  Using a proactive and strategic approach in managing education to maintain the highest level of quality. Selects relevant curriculum based on needs, strategic plan priorities, while role modeling personal and professional development through application of evidence-based practice and lifelong learning.
* Through a continual learner strategy maintain and advance a comprehensive Leadership Development & Succession program that allows the organization to have the best talent ready when opportunities present.
* As part of staff development create a mechanism to offer career pathway classes that allow employees to organically advance within the organization.
* Effectively operates and manages the department to ensure the delivery of quality services in accordance with applicable policies, procedures and professional standards:
Including ODL staff development, operational/capital budgets, FTE management that reflects department workload, and forecasted needs of service and programs.
* Lead Employee Engagement activities by innovatively identifying and maintaining processes and methodologies for recognition of employees. Working with HR Business Partners, consults with leaders and coaches’ leaders/staff regarding employee engagement issues and leadership skills.
* Leads and/or participates in department and hospital-wide committees as assigned, providing ongoing communications and recommendations regarding staff development.
* Oversees the New Employee Orientation, and on-going orientation strategies including Leadership On-Boarding, for all new employees; adjusting programs as needed. Establishes a strong collaborative relationship with departments that are in the hiring and onboarding process, to address on-boarding challenges and opportunities.
* In collaboration with Human Resources, help to effectively deliver performance management of staff, both within assigned department and the entire organization: providing guidance to leaders on best practices in goal setting and feedback delivery.
* Responsible for the administration of a continual listening strategy and leads the action planning, response training and establishment of resources for leaders as they address the feedback gathered from employees.
* Develops and maintains a comprehensive change management strategy to include readiness assessments, baseline classes and on-going educational offerings. When necessary, provides project management assistance to strategic initiatives.
* All other duties as assigned.#
** Physical Requirements
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* Note:

Reasonable accommodations may be made for individuals with disabilities to perform the essential functions of this position.
* Light lifting, pushing and pulling is required for 10-20 lbs occasionally and frequent moving of objects of less than 10 lbs is required. Frequent sitting with some walking, standing, squatting, bending and reaching is required. Keyboard/computer use and/or repetitive motions may be required.
* Come work where you can make a difference everyday.*#
** BASIC PURPOSE OF THE JOB
** Reporting to the Director of Human Resources, this position is responsible for the planning, directing, and implementing the efforts to increase the organization's staff development and leadership readiness. This is accomplished through a systemic learning and development strategy –from on boarding to succession management. Employee engagement, surveys, events, service, change management. The scope includes…