Organizational Development Manager

Scot Forge•Spring Grove, IL

23h•$125,000 - $160,000•Onsite

About The Position

The Organizational Development (OD) Manager is a key driver of talent, leadership, and performance at Scot Forge. This role builds and scales development and performance systems that strengthen the organization and fuel the growth of our 600 employee-owners. Working closely with leadership, the OD Manager helps cultivate a culture of continuous learning, feedback, and accountability.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Leadership Development, or a related field.
10+ years of experience in organizational development, training, or talent management.
5+ years of experience leading organizational change initiatives at a management level.
Demonstrated experience designing and managing performance management systems within a complex organization.
Strong business acumen with experience supporting manufacturing or industrial environments preferred.
Proven ability to influence leaders, drive change, and build collaborative relationships across all levels of the organization.
Excellent communication, facilitation, and consulting skills.
Candidates must be authorized to work in the United States without sponsorship and able to successfully pass a 90-day head hair drug test.

Nice To Haves

Experience working in employee-owned or values-driven cultures is a plus.

Responsibilities

Lead organizational development strategies that align with business goals and strengthen workforce capability, leadership effectiveness, and organizational performance.
Design and implement scalable learning, leadership development, and succession planning programs to support internal growth.
Partner with corporate and manufacturing leaders to assess needs, close capability gaps, and deliver targeted development and workforce solutions.
Oversee company-wide talent and performance management processes, including goal setting, evaluations, and development planning for a 600-employee organization.
Coach and support leaders in performance management best practices, fostering a culture of accountability, feedback, and continuous improvement.
Analyze performance and talent data to identify trends, inform decisions, and align outcomes with compensation, development, and succession planning.
Evaluate the effectiveness of development programs and continuously improve offerings based on measurable outcomes.
Ensure compliance with company policies and employment regulations while serving as a strategic advisor on organizational effectiveness and change management.
Manage training and development investments to maximize impact and support long-term business success.