Manager, Organizational Effectiveness (Talent Development)

What You Need To Know

Open your future to incredible career potential. Work for an industry-leader who invests in their people. Southern Glazer’s Wine & Spirits is North America’s preeminent wine and spirits distributor, as well as a family-owned, privately held company with a 50+ year legacy of success. We were named by Newsweek as a Most Loved Workplace and are included on the Forbes lists for Largest Private Companies and Best Employers for Diversity.

As a full-time employee, you can choose from a full menu of our Top Shelf Benefits, including comprehensive medical and prescription drug coverage, dental and vision plans, tax-saving Flexible Spending Accounts, disability coverage, life insurance plans, and a 401(k) plan. We also offer tuition reimbursement, a wellness program, parental leave, vacation accrual, paid sick leave, and more.

At Southern Glazer’s, you’ll enjoy an environment where continuous learning and growth are supported and experience a culture where you are respected, and your voice is heard. If you’re looking to fill your glass with opportunity, come join our FAMILY.

Overview

The Organizational Effectiveness Manager will facilitate the overall learning strategy and establish programs, practices, and processes that facilitate a learning culture. The Organizational Effectiveness Manager position is also responsible for leading and implementing our external partnerships, including SHRM, LinkedIn Learning, Guild, Learning Management System (LMS)/SGU, etc., and scaling the resources across the organization. This position demands a strategic thinking leader who is motivated and ambitious and can begin and follow through with tasks without supervision. The ideal candidate is highly organized, proactive, and thinks outside the box - "What's Possible."

Primary Responsibilities

•    Foster a culture of continuous organizational learning and growth by designing, implementing, and evaluating learning solutions that enhance employees' knowledge, skills, and performance.
•    Lead/manage tactical and strategic roadmaps for all external partnerships (vendors); identify opportunities to increase employee engagement; evaluate current ways of working, reporting, and marketing; review and align services with the learning strategy; monitor services to ensure that they meet contractual agreement standards; manage budget and liaise contract renewals.
•    Oversee the learning management system (LMS); embed external partnership resources and learnings via the LMS/SGU; in partnership with the TD Analyst, track learners' progress and metrics to improve programs and reach business goals.
•    Market external partnership resources to employees during regional and national career day events; provide guidance and support regarding learning opportunities, career development paths, and resources available through the LMS/SGU and external partnerships.
•    Analyze survey results, behavioral data, disruptive trends, etc., to develop the playbook for transforming the workforce and better navigating the future of work.
•    Manage the SHRM Certification program; increase the number of employees who are certified as SHRM-CP or SHRM-SCP; encourage members to become certified and recertified; lead the SHRM certification study group meetings; arrange for speakers and materials; ensure employees have all the resources to work toward achieving successful outcomes.
•    Manage Guild and LMS/SGU shared email mailboxes; determine ways to improve email response times by deploying canned responses, streamlining workflow, leveraging automation, identifying trends, etc.
•    Determine the ROI of external partnership learning solutions; identify KPIs and conduct analysis to take back to the business, demonstrating how much learning is worth. 
•    Develop strategies to elevate career development and internal mobility in the organization; develop and align external partnership learnings to employee career paths.
•    Write/design and administer learning engagement and post-event surveys to solicit feedback and ideas about the quality and effectiveness of learning.
•    Add/update external partnership users in the database monthly; assign, remove, and reclaim licenses.
•    Schedule custom admin reports; prepare and distribute reports on training activities and results; in partnership with technology partners, use visualization software/Tableau to transform raw data into engaging, interactive dashboards to highlight trends, uncover patterns, etc., to help discover actionable insights.
•    Adopt a data-driven strategy to improve learning programs, competencies, and business impacts; utilize Watershed/Learning Record Store (LRS) to design comprehensive reporting on learning programs; develop this resource as the record system for all learning and performance data.

Minimum Qualifications