Manager, Learning & Organizational Development Business Partnerships

Menasha Corporation • Neenah, WI

4d

About The Position

The Manager, Learning and Organizational Development Business Partnerships operates as a strategic activator and trusted advisor to business leaders and HR partners. This role translates business priorities and organizational needs into targeted leadership and organizational development initiatives, ensuring programs are clearly positioned, well adopted, and effectively executed. Serving as a hands-on partner, this role packages and positions development programs, facilitates leadership and learning sessions, and acts as a concierge across key employee lifecycle moments—including employee engagement, onboarding, transfers, rotations, high-potential development, and offboarding. If you enjoy translating strategy into action and ensuring learning and organizational development initiatives are not only thoughtfully designed, but consistently reinforced and embedded into everyday leadership practices, this role may be a strong fit for you!

Requirements

• Strong business partnership and advisory capability
• Leadership and organizational development expertise
• Facilitation and group based learning skills
• Ability to translate strategy into actionable, leader ready solutions
• Program and stakeholder management discipline
• Comfort using data, feedback, and insight to drive improvement
• 5–8 years of experience in Leadership Development, Organizational Development, Learning, Talent, or related HR roles
• Demonstrated experience partnering with HRBPs and business leaders
• Experience designing, facilitating, or activating leadership or organizational development initiatives
• Familiarity with learning and HR systems (Workday Learning preferred)
• Bachelor’s degree required; advanced degree or L&OD credentials preferred

Responsibilities

• Strategic Activation & Business Partnership Serve as a primary L&OD partner to HR Business Partners and leaders, advising on learning, team, and organizational development needs
• Translate business challenges and priorities into actionable learning and organizational development initiatives
• Act as an activation lead—ensuring programs are positioned clearly, understood by leaders, and integrated into business rhythms
• Learning & Organizational Development Program Ownership Own a portfolio of learning and development, manager capability, and organizational effectiveness initiatives
• Package and position programs with clear purpose, expectations, and outcomes for leaders and participants
• Ensure initiatives are practical, scalable, and focused on real-world application and performance impact
• Lifecycle Concierge & Experience Management Serve as a concierge across key employee lifecycle moments, including employee engagement, onboarding, transitions, rotations, high potential pathways, and offboarding
• Partner with HRBPs and Talent teams to ensure learning and development touchpoints are timely, coordinated, and high quality
• Maintain visibility into priority populations and lifecycle progress to support readiness and development conversations
• Facilitation, Enablement & Leader Support Facilitate learning and leadership development sessions, workshops, and team experiences
• Enable leaders and HRBPs with toolkits, talking points, guides, and follow-up resources
• Support leaders in applying learning through reinforcement strategies and practical guidance
• Program Visibility, Accountability & Execution Build and maintain program visibility through rosters, timelines, progress tracking, and adoption views
• Partner with L&OD team members to ensure seamless logistics, system support, and execution
• Monitor participation, engagement, and follow through, escalating risks or barriers as needed
• Integration with Talent & People Processes Align learning and organizational development initiatives with:
• Performance management
• Talent review and succession planning
• Readiness, mobility, and development priorities
• Partner with Talent and HR teams to ensure L&OD efforts reinforce broader people strategies
• Measurement & Continuous Improvement Track participation, completion, and qualitative feedback for learning and OD initiatives
• Use data and leader input to refine program design, positioning, and delivery
• Share insights with HR, Talent, and L&OD partners to inform future priorities

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Number of Employees: 501-1,000 employees