Reference #: de0c0c85-1297-4331-aa71-2c6aae487b6f Description

The Organizational Development Manager will collaborate with business leaders and cross-functional teams to create, develop and deliver transformational programs for current and future professional leaders at Clemens Food Group. This role will manage and drive the strategic direction of people culture and programs, to include, but not limited to, performance management, succession planning, talent philosophy and HiPo development, company goal setting, team member engagement, and pipeline programs. Additionally, this role will serve as the subject matter expert (SME) for coaching, content creation and facilitation. This high impact role will have close interaction with all levels of the organization. Serve as the Subject Matter Expert (SME) for transformational leadership growth and programming for a large, diverse workforce Bring best practices of Organizational and Talent Development to the table with a continuous improvement mindset to ensure we are always evaluating our programs for optimal impact and outcomes Coach and Facilitator for Senior Executive team Own Performance Management, Talent Development, Career Pathing and Succession Planning strategy for the organization. Determine gaps and constantly seek improvement to position the company better for future growth. Seek opportunities to permeate the "Clemens Way" fundamentals within all aspects of interaction and programming Establish effective KPI's for programming that support company objectives and drive teams to achieve YOY improvement Own your impact in this role, seeks out opportunities to reinforce a culture of learning and development for the organization Address root cause and ensure solutions are scalable across the organization Participate in short and long term company planning activities like goal setting, initiative scoping and reflection sessions Facilitate sessions for leaders and teams- including create content, planning, coordinating, facilitating the dialogue Serve as a consultant to leaders and HRBP's, coach on a wide variety of topics- provide resources, tools, and guidance to bridge gaps Manage yearly calendar of departmental programming and activities, holding yourself and others accountable to the expectations aligned and agreed upon. Identify trends and take initiative to provide insight and direction on organizational health opportunities to both area leadership and HR Business Partners; Provide support and accountability to bridge those opportunities effectively Qualifications

Education Bachelors (required)

Experience 5 years: of experience in organizational development, talent and leadership development, coaching and facilitation. Bachelor's degree from a four-year college or university or 5+ of relevant HR experience. Has a "disruptor" mindset; open to challenging and being challenged for the sake of progress. Ideal candidate would function well navigating cross functionally within a manufacturing or food production business, collaborating with other areas to make balanced decisions.  (required) 5 years: Demonstrated ability to initiate and execute measurable and sustainable process improvement. Excellent written/verbal communication skills and management presence, strong computer skills. Multi-task oriented and a collaborative team player with service-orientation. A high sense of urgency, continuous improvement mindset and personal drive is required to navigate a fast-paced environment where change is often encouraged for the sake of improvement.  (required)

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other empl yees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.