Organization Development Manager

The Organization Development Manager is responsible for assisting the VP of HR and the HR team on day-to-day, people-related operations and for supporting the overall organization on initiatives such as developing a dedicated management curriculum covering employee relations, performance management, leave and accommodation administration, wage-and-hour practices, lawful hiring, workplace investigations, safety responsibilities, crisis management, vendor oversight, and leadership development. The Organization Development Manager partners with departmental leaders and subject-matter experts to create role-specific learning programs for Brokerage, Property Management, Valuation, Property Accounting, Engineering, and our Corporate Departments.

These programs would include both technical training and professional skills development.

• Partner with the VP of HR and HR team to support day-to-day people operations and organizational development initiatives aligned with business priorities regarding training & development
• Develop, implement, and maintain a management training curriculum covering employee relations, performance management, leave and accommodation administration, wage-and-hour practices, lawful hiring, workplace investigations, safety responsibilities, crisis management, vendor oversight, and leadership development
• Collaborate with departmental leaders and subject-matter experts to assess learning needs and develop role-specific training for Brokerage, Property Management, Valuation, Property Accounting, Engineering, and Corporate Departments
• Design and deliver technical training and professional development programs that strengthen job proficiency, communication, collaboration, conflict resolution, and leadership skills
• Establish and administer consistent new-hire orientation and onboarding programs, coordinating benefits, safety, compliance, and department-specific training
• Develop and facilitate recurring manager training, workshops, and learning opportunities that reinforce coaching practices, accountability, and effective people management
• Create and maintain training materials, facilitator guides, learning paths, job aids, and employee resources that support consistent practices across offices and departments
• Administer the learning management system, including course assignments, content maintenance, completion tracking, reporting, and employee support
• Coordinate with HR, legal counsel, safety leaders, and other subject-matter experts to ensure training content accurately reflects company policies and applicable requirements
• Support the performance review process by developing manager and employee resources, facilitating training, and reinforcing effective feedback, goal-setting, and development practices
• Partner with leaders to identify skill gaps and support employee development plans, career progression, and succession planning
• Coordinate internal presenters, external training providers, and vendors, including scheduling, deliverables, service quality, and associated costs
• Evaluate program effectiveness through participant feedback, learning assessments, completion data, and business outcomes; recommend and implement improvements
• Maintain an organization-wide training calendar and communicate learning opportunities, participation expectations, and completion deadlines
• Provide coaching and guidance to managers and employees on learning and development needs, referring employee relations, leave, accommodation, and other sensitive matters to the appropriate HR team member
• Maintain accurate training records and protect confidential employee and organizational information
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law and communicates changes in policies, practices, and resources to senior leadership
• Travels to KM offices and facilities, as necessary
• Performs other duties as assigned.

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

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• A minimum of ten years of human resource…