Manager, Organizational Development

Lahal Management LP•Coquitlam, BC

5h•CA$90,000 - CA$120,000

About The Position

The Manager, Organizational Development leads programs that strengthen employee capability, leadership effectiveness, performance, engagement, and development across the organization. This is a hands-on role for an experienced learning and development professional who enjoys both building programs and delivering them. The Manager will design and facilitate engaging in-person learning experiences, develop leaders at all levels, and lead key organizational programs including performance management, succession planning, employee engagement and recognition. The role will also oversee company-wide dealer training, initially delivering training directly while building a train-the-trainer model to support consistent delivery across our five sites.

Requirements

Post-secondary education in Human Resources, Organizational Development, Adult Education, Business, or a related field.
5+ years of experience in learning and development, organizational development, talent management, employee experience, or a related area.
Strong experience facilitating in-person training, including leadership or management development.
Experience designing and developing learning programs and materials.
Experience with performance management, succession planning, employee engagement, or talent development.
Experience working with a Learning Management System (LMS) or HR technology platform.

Nice To Haves

Experience with ADP Workforce Now is an asset.
Experience in gaming, hospitality, entertainment, or another multi-site operational environment is an asset.
You are an engaging and confident facilitator who can connect with employees and leaders at all levels.
You understand how adults learn and can turn complex information into practical, engaging learning experiences.
You can move comfortably between strategy, program development, and hands-on delivery.
You are comfortable working with employee feedback and data and turning insights into practical actions.
You are a strong relationship builder who can partner effectively with HR and operational leaders.
You are organized, adaptable, and comfortable managing multiple programs and priorities.
You enjoy building and improving programs rather than simply maintaining existing processes.
You bring creativity, curiosity, and a continuous-improvement mindset to organizational development.

Responsibilities

Lead the development and delivery of company-wide learning and development programs.
Design and facilitate engaging in-person training for employees and leaders.
Support the implementation and ongoing use of the ADP Workforce Now Learning module.
Develop leadership development programs for new, existing, and emerging leaders.
Partner with HR and operational leaders to identify learning needs and develop practical training solutions.
Develop learning materials, facilitator guides, tools, and resources.
Build internal facilitation capability through train-the-trainer programs.
Evaluate training effectiveness and continuously improve programs based on feedback and business needs.
Lead the company’s performance management and annual performance review process.
Support the implementation and ongoing use of the ADP Workforce Now Performance module.
Develop and manage the company’s succession planning process.
Partner with leaders to identify key talent, succession needs, and development opportunities.
Develop tools and programs that support career growth and employee development.
Lead company-wide employee engagement and listening programs, including engagement surveys, onboarding surveys and exit surveys.
Analyze employee feedback and identify key themes, trends, and opportunities.
Partner with HR and operational leaders to translate employee feedback into meaningful action plans.
Monitor engagement results and support leaders in measuring progress over time.
Develop and implement company-wide employee recognition programs.
Create meaningful approaches to recognizing employee contributions and achievements that reinforce company values and culture.
Oversee dealer training programs across all five sites.
Initially facilitate dealer training directly while establishing consistent training standards and materials.
Develop a train-the-trainer model to build qualified trainers at the site level.
Maintain ongoing oversight of dealer training quality, consistency, and effectiveness.
Partner with Table Games leaders to identify training needs and strengthen dealer development.