McWane - Director, Organizational Development

Company Description

Who We Are……

McWane, Inc. is a leading manufacturer of waterworks and plumbing products, fire suppression systems, and pressure vessels, serving customers across North America and globally. Our products support critical infrastructure essential to clean water delivery, public safety, and community development.

With a history spanning generations, McWane has built a reputation for reliability, quality, and long-term performance. We continue to invest in our operations, product innovation, and capabilities to meet evolving infrastructure needs, with a focus on safety, durability, and environmental responsibility.

What We Live By……

Our culture is defined by The McWane Way, a set of principles established by our founder, J.R. McWane, in 1920. These principles continue to guide how we operate, work together, and make decisions across the organization.

The McWane Way Compass serves as a practical guide for employees at all levels, reinforcing consistent expectations for how we approach our work and support one another. It reflects our commitment to maintaining strong performance in safety, environmental responsibility, and operational excellence.

Our eight core principles—Safety, Environment, Accountability, Excellence, Trust, Teamwork, Communication, and Leadership—shape our culture and define what it means to be part of McWane.

Job Description

We are seeking a results-oriented Organizational Development professional to support enterprise-wide organizational effectiveness and capability development.  This role is responsible for assessing organizational needs and designing and implementing solutions that enhance performance and alignment with business objectives.

This position is an individual contributor role requiring a seasoned practitioner who can operate with a high degree of independence, initiative, and professional judgment.  This role supports professional development and continuous learning enterprise-wide while also leading roader organizational effectiveness and change initiatives. 

As the primary OD resource, this position requires the ability to independently lead initiatives end-to-end- from diagnosis through implementation and measurement- while working directly with senior leadership and operating with limited dedicated support resources.

This is not a pure facilitation or training delivery role; success requires deep expertise in organizational effectiveness, change leadership, and executive consulting with full accountability for outcomes.

Examples of responsibilities include, but are not limited to:

• Lead end-to-end organizational development initiatives, including assessment, solution design, implementation, and measurement of business impact
• Conduct organizational diagnostics (e.g., engagement data, performance trends, leadership input) to identify root causes and inform targeted interventions
• Serve as a trusted advisor to senior leaders, providing consultative guidance on organizational effectiveness, leader capability, and workforce performance
• Design and execute organizational effectiveness solutions, including organizational design (roles, structure, spans & layers) aligned with business strategy
• Independently lead change initiatives, ensuring alignment, adoption, and sustained behavior change—not just training delivery
• Develop and implement talent and leadership development strategies that directly support business priorities and measurable outcomes
• Build scalable OD frameworks, tools, and programs from the ground up, with minimal reliance on external resources
• Facilitate executive-level discussions, alignment sessions, and decision-making conversations
• Lead the design and evolution of performance management processes, including philosophy, structure, and enablement (not just administration)
• Define and track success metrics and ROI for OD and learning initiatives
• Oversee learning strategy including e-learning architecture and deployment, ensuring alignment to capability priorities
• Design and deliver targeted learning interventions as one component of broader organizational solutions (not as the primary focus)
• Support and strengthen succession planning and talent pipelines through a strategic, data-informed approach
• Operate effectively in a high-autonomy environment, influencing outcomes without formal authority

Qualifications

• 10+ years of progressive experience in organizational development, organizational effectiveness, talent strategy, or management consulting
• Demonstrated success leading enterprise or large-scale organizational initiatives, including change efforts, organizational design, or capability tra