Manager II, Organizational Development

Goodwill of Colorado•Colorado Springs, CO

2d•Hybrid

About The Position

The Manager II, Organizational Development (OD) plans, evaluates, develops, implements and administers development and training programs for company employees for all levels of the business (high potential, leadership, technical, and foundational staff). The Manager also acts as liaison and advisor to the organization's leadership and facilitates initiatives across the organization.

Requirements

A Bachelors degree in Training and Development, Organizational Development or related field; equivalent education and experience may apply.
5 (five) or more years of experience in designing, implementing, and/or facilitating effective training and development programs for adults.
3 (three) or more years of experience managing a team within a corporate learning or Human Resources (HR) environment.
3 (three) or more years of experience in HR to include Employee Relations, Compliance, etc.
Strong knowledge of performance management systems and review processes.
Proven success in designing and implementing L&D programs.
Excellent facilitation, coaching, and communication skills.
Experience leading employee engagement initiatives and analyzing engagement data.
Skilled in succession planning and talent development strategies.
Proficiency with Learning Management Systems (LMS), Human Resources Information System (HRIS), and performance tools (e.g., UKG, Workday, SuccessFactors, Cornerstone).
Strong data analysis and reporting capabilities.
Change management and stakeholder influence skills.
Ability to manage multiple priorities in a dynamic environment.
Intermediate knowledge of Microsoft (MS) Word, Excel, Outlook; LMS, and HRIS.
Ability to drive for company business.
Must have valid Colorado State driver license.
Must also be able to operate company vehicle, and adhere to all Federal, State, and local laws governing vehicle operation.
Must have valid vehicle insurance, valid driver license, and vehicle must be in roadworthy condition (if using personal vehicle for company business).

Nice To Haves

Previous experience working for a Not-for-profit is a plus.

Responsibilities

Assess the training needs of the organization’s business units and locations; conduct research; develop curricula in support of the strategic goals of the organization that matches organizational culture and applies tested instructional design theories, practices, and methods; facilitate offerings using current adult education methods; evaluate effectiveness and articulate the Return on Investment (ROI) of the Learning and Development (L&D) programs.
Play a key role in driving talent strategies across performance management, annual review cycles, and succession planning through oversee performance frameworks, while equipping leaders with tools and training for effective feedback and development conversations. During annual review cycles, they manage timelines, communications, and systems to ensure smooth execution and meaningful outcomes. In succession planning, they identify critical roles, assess talent readiness, and support development plans for high-potential employees, aligning future leadership needs with organizational strategy. Their work ensures a strong, agile talent pipeline and a culture of continuous growth.
Support business unit leaders by driving the talent development process; assessing customer needs and developing effective interventions; implementing innovative coaching, team building and leadership programs.
Maintain open lines of communication with all departments and take advantage of new communication tools/technologies. Manage staff and organizational development projects and will spearhead change management strategies related to their implementation. Assist the Director of Talent Acquisition and OD with managing the annual budget for the organization’s learning needs.
Recruit and hire L&D staff as needed; develop L&D staff members in facilitation and instructional design methods appropriate for Goodwill employees and individual departments; encouraging partnerships to assess and prioritize current and future training needs; provide training on Goodwill systems. Conduct regular feedback sessions with the L&D team to create cohesiveness and engagement.
Ensure all reported matters are handled in a timely manner by conducting thorough research, interviews, and data analysis during the investigative phase, and communicating findings to appropriate management.
Advise other managers on human resources issues, such as equal employment opportunity and sexual harassment concerns, ensuring timely and appropriate action is taken.