Manager, Organizational Development

The Manager of Organizational Development will provide a comprehensive range of organizational development services that align with business needs. This role is designed to elevate talent practices across the organization through top talent, high potential identification, development and engagement initiatives, succession planning, and talent review processes. This role will also develop and leverage organizational and leadership engagement metrics to inform executive leadership decision‑making related to people development strategies and leadership bench strength.

As well as supporting broader organizational development efforts.
This role will focus on building and maintaining strong relationships with a broad range of stakeholders, including senior leaders and executives. It requires a clear understanding of stakeholder needs, strong communication skills, and the ability to identify and deliver effective talent and organizational development solutions.

This position will report to the Sr. Manager of Learning & Development.

• In collaboration with Talent Development leadership and Consigli leadership’s strategic vision, design, develop, and implement an organizational talent review process to identify and develop an internal pipeline of high‑potential employees and succession plans.
• Facilitate talent review meetings with executive leadership, Talent Development leadership, business partners and other stakeholders, ensuring consistent organizational evaluation practices.
• Establish and maintain a talent review evaluation process, with clear metrics to measure program success and impact on employee development and engagement.

• In collaboration with Talent Development leadership and Consigli leadership’s strategic vision, drive and lead company top‑talent development initiatives. Create structured opportunities for executive leadership development. Including identifying critical capabilities, future skill needs, targeted development plans for high‑potential individuals, and aligning initiatives and opportunities to business priorities. Working in partnership with business leaders and decision makers.
• Design and deliver innovative development experiences (e.g., stretch assignments, cross‑functional exposure, external partnerships) that prepare leaders for future organizational needs
• Establishing governance, metrics, and accountability for leadership outcomes, including tracking progress, measuring impact, and partnering with senior leaders to continuously refine the approach.

• Lead a comprehensive, organization‑wide approach to succession planning, in partnership with executive leaders, Talent Development leadership, and other stakeholders.
• Monitor succession readiness, leadership pipeline health, and bench strength across the organization.
• Recommend targeted development actions to accelerate leadership readiness.
• Facilitate strategic conversations with business leaders on leadership continuity, readiness, and talent risks. Partners with leaders to develop action plans to address gaps and risks.

• Analyze talent, leadership, engagement, performance, and organizational metrics to identify trends and inform strategic decisions and strategy.

• Develop executive dashboards and reports that identify leadership pipeline strength, succession readiness, and talent risks.

• Present findings and recommendations. Communicate progress, risks and opportunities related to leadership readiness bench strength, development priorities, and talent retention, to business leaders and stakeholders, to guide people strategies.

• Measure the effectiveness and impact of organizational development initiatives using…