Organisational Development Manager

Overview

At John Sisk & Son, we’re more than a construction company, we’re a family‑owned business with a global reach, committed to building excellence in every project. We deliver trust, certainty and value to our clients while embracing innovation and shaping the future of construction.

We are seeking a proactive and experienced OD Manager to lead and deliver OD strategies that enhance organisational effectiveness, culture, and capability. The OD Manager will work closely with senior leaders to drive change, improve performance, and support the development of a high‑performing, engaged workforce. The OD Manager will develop and implement strategies that identify and retain talent and ensure the business continues to evolve with motivated, engaged, high performing people.

• Develop and implement OD strategies closely aligned with wider business strategy.
• Lead organisational change initiatives, including culture transformation and leadership development.

• Design and deliver change programmes.
• Act as an internal change consultant, supporting leaders and teams through transitions, ensuring sustainability of change.

• Develop, evolve and embed leadership behaviours to drive a positive, inclusive culture ensuring they are understood, role‑modelled and embedded in the way we do things.
• Drive initiatives to improve employee engagement, inclusion, and values alignment.
• Use diagnostics (e.g. surveys, focus groups) to assess and evolve our culture.
• Introduce, develop and embed a culture of learning across Sisk, driving a step change in how our people view and lead their own learning with manager and leader support.

• Design, launch and evolve role‑based learning pathways.
• Develop and evolve career pathways across Sisk ensuring all employees have clarity of their potential career steps and alignment with our reward framework.
• Develop and implement technical competency matrices, career maps, toolkits and a performance management system to support meaningful career conversations.
• Lead the development of current and future leaders, identifying capability gaps and designing interventions to build leadership and team effectiveness.
• Develop, evolve and embed succession planning and talent management frameworks to map our talent and drive actions.
• Design and develop accelerated learning development plans and programmes to support career growth and strengthen talent management and succession planning.
• Facilitate coaching and mentoring (internal or external) as appropriate.

• Design and embed a culture of performance development across our people through regular 1:1s, career conversations and developmental feedback.
• Work collaboratively with internal and external stakeholders to implement and develop integrated systems to support a culture of performance development/management.

• Partner with senior stakeholders and the wider HR/People & Culture team to embed OD practices.
• Act as a trusted advisor on organisational design, team dynamics, and performance.

• Proven experience in OD, HR, or Change Management roles, with a track record of success in driving and making a difference to an organisation’s development.
• Experience with diagnostic tools and data‑driven decision‑making.
• Deep understanding of organisational psychology, systems thinking, and behavioural science.
• Experience engaging senior leaders, diagnosing challenges and designing and developing initiatives aligned to organisational development needs.
• Skilled in facilitation.
• Strong project management skills.
• Excellent communication, engagement and influencing skills. A self‑starter with the ability to work autonomously whilst being a collaborative team member.
• Being well versed in future skills, AI, future of work – all such that any L&D related content is future‑proved to.

• Degree in HR, Psychology, Business, or related field.

• Certification in psychometrics, and/or change management.
• Chartered MCIPD status.
• Experience working within a construction, engineering, or technical…