Manager, Leadership & Organizational Development

Job Title: Manager, Leadership & Organizational Development

Location: Riedman Campus

Hours Per Week: 40 hrs/week

Schedule: Day shift

SUMMARY:

The role supports the enterprise approach to strengthen organizational effectiveness, leadership capability, and a culture where team members can do their best work. This role contributes to the design and delivery of leadership development and organizational development initiatives and partners with leaders and HR colleagues to support strategy through how teams are organized, led, and supported through change.

The position supports RRH’s leadership philosophy and competency framework by translating established standards into programs, tools, and leader experiences. This includes supporting leadership development across the lifecycle—from new leader onboarding through advanced leadership experiences—and assisting with succession readiness and talent development efforts. The role also supports organizational diagnostics and change initiatives for priority efforts, helping translate data and feedback (e.g., Your Voice) into actionable improvements.

This role is part of the Culture & Development Team, a Center of Excellence within the People Team that advances belonging, team member experience, learning, leadership development, and talent mobility.

RESPONSIBILITIES:
 

People Leadership & Team Oversight
• Lead, coach, and develop members of the Leadership & Organizational Development team, including L/OD consultants, leadership development program managers, and external contractors, as applicable.
• Support performance management, professional development, and capacity planning within the team.
• Foster a collaborative, inclusive team environment focused on continuous improvement, accountability, and delivery excellence.
• Promote workplace wellbeing and psychological safety within the team.

Leadership Development Delivery & Program Management
• Support the implementation and ongoing delivery of RRH leadership development programs across leadership levels, including new leader onboarding, manager development, and advanced leadership offerings.
• Partner with Learning & Development to operationalize leadership competencies, standards, and learning priorities into programs, tools, and facilitated experiences.
• Manage assigned leadership development portfolios, including program planning, facilitation support, scheduling, and coordination.
• Ensure leadership development initiatives are delivered consistently and aligned to established enterprise expectations.

Succession, Talent Readiness & Leadership Capability Support
• Support succession planning and talent readiness efforts in partnership with Talent Mobility, Workforce Planning, and HR strategy teams.
• Coordinate leadership assessments, development planning, and readiness activities as defined by enterprise processes.
• Assist with preparation, facilitation, and follow up for talent reviews, leadership cohorts, and readiness discussions.
• Track and support development plan progress for identified leadership populations.

Organizational Effectiveness & Change Support
• Provide organizational development support for priority initiatives, including team effectiveness, role clarity, decision making, and ways of working.
• Facilitate or co facilitate team sessions, workshops, and offsites focused on alignment, performance, and collaboration.
• Support change management efforts by applying established change frameworks, partnering with HR Strategic Partners and Communications.
• Translate diagnostic insights (e.g., engagement or feedback data) into actionable recommendations and practical improvement plans.

Consulting, Partnerships & Stakeholder Engagement
• Serve as a partner to operational leaders and HR colleagues by providing guidance on leadership development, team effectiveness, and change initiatives within established frameworks.
• Collaborate closely with Learning & Development, Talent Mobility, Workforce Planning, and Workforce Intelligence to deliver integrated, coordinated solutions.
• Manage relationships with external vendors (e.g., assessment providers, leadership program vendors, facilitators, coaches) to support assigned initiatives.
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