Director, Management and Organizational Development

Onity

4d•Hybrid

About The Position

The Director of Management & Organizational Development will design and execute enterprise-wide efforts to strengthen senior leadership capability, accelerate cultural transformation, and enhance organizational effectiveness within a dynamic, market-leading non-bank mortgage originator. Partnering closely with the SVP, Talent Development, senior leaders and HR business partners, this role designs and executes strategies that align talent development with business priorities and measurable outcomes in a practical and efficient way. An advanced degree in Organizational Psychology, Leadership, or a related field is highly desirable, bringing research-based insight into practical, real-world solutions is critical. The ideal candidate must seamlessly blend theory with execution and help the business achieve its culture-change goals with speed, agility and creativity. Prior experience building this capability in an organization and HR business partnering experience is strongly preferred.

Requirements

Advanced Degree in Organizational Development, Industrial/Organizational Psychology, Leadership, or related field strongly preferred.
10+ years of progressive experience in OD, leadership development, or talent management, ideally within financial services or mortgage industry.
Previous experience as an HR generalist or business partner is highly regarded.
Proven track record of leading culture transformation initiatives.
Proven strong project management skills, managing projects globally and for matrix organizations.
Deep expertise in adult learning theory, organizational behavior, and change management.
Strong facilitation, coaching, and consulting skills.
Experience working with C-suite executives and senior leadership teams.
Familiarity or formal training preferred with tools such as DISC, MBTI, 360 feedback, and engagement surveys.
Experience with global or matrixed organizations who operate in a hybrid model.
Proficient to Expert in Microsoft Office Suite, Oracle Fusion and other Talent Modules required.
Must pass the Company’s Background Screening process prior to beginning employment.
Additionally, as a condition of employment, you may be required to pass client-specific background check requirements or Federal/State licensing requirements, if applicable.

Nice To Haves

Certification in coaching (e.g., ICF, Hogan, Korn Ferry) preferred

Responsibilities

Culture Transformation Leadership: Design and integrate enterprise culture initiatives that reinforce desired values and behaviors. Use organizational diagnostics, employee listening, and disciplined change management to drive adoption and measurable improvement.
Leadership Development Strategy: Design, deliver, and continuously improve scalable leadership development experiences across all levels, strengthening manager capability, building bench strength, and supporting succession planning.
Leadership Learning Innovation: Evaluate and introduce modern, fit-for-purpose learning approaches (e.g., cohort-based programs, simulations, action learning, digital platforms, and behavioral science techniques). Partner with the Learning & Development team to ensure alignment with broader management and organizational development priorities.
Executive Coaching & Talent Advisory: Serve as a trusted partner to HRBPs and senior leaders on talent strategy, leadership effectiveness, and organization design. Provide solutions that may include executive coaching and development support for high-potential and critical-role talent, and equip HRBPs with tools and frameworks to extend coaching impact.
Organizational Effectiveness: Partner with business leaders to assess organizational health through a leadership lens, operating models, structure, and team dynamics. Facilitate interventions that improve role clarity, decision effectiveness, cross-functional alignment, agility, and performance.
Measurement & Analytics: Define success measures and dashboards for leadership, culture, and OD initiatives (e.g., capability uplift, engagement, retention, internal mobility, and performance indicators). Apply insights to refine programs, prioritize investments, and demonstrate business impact.
Engagement Survey: Lead the annual employee engagement survey end-to-end, including design, vendor/partner management (as applicable), communications, deployment, reporting, and enterprise debriefs. Operate as both program manager and thought partner to HRBPs and leaders to translate insights into action plans.
Talent Review & Succession Planning: Project manages the annual talent review and succession planning cycle, ensuring high-quality inputs, on-time delivery, and a forward-looking approach. Partner with HR and senior leaders to prepare template materials, and drive post-review actions.
Other tasks as assigned