Director Of People & Organizational Development

Weidmann Electrical Technology•Urbana, OH

1d•Hybrid

About The Position

Weidmann is seeking a strategic, hands-on leader to establish and lead People & Organizational Development across the United States. Reporting functionally to the Global Head of People & Organizational Development and directly to the Head of HR - AM Region, this role will translate global strategy into practical, measurable programs that work in a complex, multi-site manufacturing environment. This is not a maintenance role. You will create the U.S. roadmap, build governance, strengthen site-level execution, and partner closely with executive, HR, and operations leaders to improve workforce capability and leadership readiness.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field; master's degree preferred.
10+ years of progressive experience across learning and development, organizational development, talent management, and leadership development.
Demonstrated success building and scaling programs in a manufacturing or industrial environment.
Experience leading multi-site initiatives within a global, matrixed organization.
Strong working knowledge of adult learning, instructional design, blended learning, LMS platforms, skills matrices, succession planning, and change management.
Ability to influence executives, operations leaders, HR partners, and frontline stakeholders without relying solely on formal authority.
Strong project leadership and analytical skills, with the ability to turn data into clear priorities, action plans, and measurable outcomes.
Comfort operating both strategically and tactically, especially while building a new function, processes, and operating rhythm.

Responsibilities

Define and execute the U.S. learning and development strategy, annual training plan, priorities, standards, and governance in alignment with global direction and business needs.
Lead implementation of a standardized Operations Skills Matrix across U.S. manufacturing sites, including ownership, proficiency tracking, trainer qualification, Train-the-Trainer programs, and consistent curriculum delivery.
Establish and maintain talent review processes, high-potential pools, succession plans, deputy coverage, and individual development plans for critical roles and emerging leaders.
Design and deliver leadership pathways for supervisors, managers, and future leaders, including onboarding, targeted development, coaching, and measurable follow-through.
Lead change-management and capability-building efforts tied to new programs, business processes, global initiatives, and organizational priorities.
Own training-management governance, learning records, LMS effectiveness, documentation accuracy, regulatory compliance, and audit readiness across sites.
Build dashboards and KPIs that measure training effectiveness, workforce competency, succession readiness, leadership capability, development progress, compliance, and return on investment.
Advise AM executive leadership, HR leaders, and operations teams on capability gaps, workforce priorities, development needs, and practical solutions that improve business performance.