Organizational Development Partner

Horizon Farm Credit•Chambersburg, PA

3d•$97,900 - $122,400•Hybrid

About The Position

Horizon Farm Credit is seeking an Organizational Development (OD) Partner to join their team. This position plays a critical role in creating and sustaining a high-performing, inclusive, and engaged workforce. As a strategic partner and trusted advisor, the OD Partner will lead initiatives that strengthen organizational culture, enhance leadership effectiveness, drive performance management strategies, and build robust succession planning processes. This role acts as an internal consultant and change agent, supporting leaders, teams, and cross-functional partners in aligning people strategies with business goals. The position also partners closely with Learning & Development to identify capability needs and ensure development solutions support organizational priorities and long-term talent outcomes.

Requirements

Bachelor's degree in organizational development, psychology, HR, or related field.
Generally, a minimum of eight years of progressive experience in organizational development, performance management, or talent strategy roles.

Nice To Haves

Experience designing and implementing enterprise-level performance and succession planning processes, pipeline strategies, leadership models, and competency frameworks.
Proven ability to handle confidential information with great sensitivity.
Ability to work under minimal supervision and with high motivation.
Demonstrate strong reasoning abilities and sound judgment.
Ability to work well under pressure, meeting multiple and sometimes conflicting deadlines.
Proven facilitation skills and the ability to engage leaders at all levels.
Strong analytical skills with the ability to interpret qualitative and quantitative data and analyze and synthesize complex organizational data into actionable insights.
Demonstrated ability to influence without authority and build trust across functional lines.
Drive alignment and adoption of new systems and behaviors sustaining momentum beyond initial rollout.
Knowledge of engagement platforms, talent review systems, and OD tools and models.
Ability to travel, sometimes overnight, to/from other branch offices, associations, AgFirst, and other facilities.
Adaptable and flexible to a changing work environment.

Responsibilities

Lead the design and implementation of organizational development initiatives that support culture transformation, employee engagement, and strategic business alignment.
Develop and manage enterprise-wide performance management programs that promote continuous feedback, employee growth and development, accountability, and high performance.
Develop and facilitate succession planning frameworks, talent reviews, leadership pipeline strategies, and development plans to strengthen organizational readiness.
Analyze engagement surveys, stay interviews, performance trends, exit interviews, and other organizational data to identify insights and recommend actionable solutions.
Facilitate strategic planning, team effectiveness, and leadership alignment sessions that promote collaboration and organizational success.
Partner with HR, Communications, and Learning & Development teams to ensure integration of people strategies throughout the employee lifecycle and learning strategies and solutions.
Coach leaders on organizational effectiveness, change management, team dynamics, feedback practices, and leadership development.
Develop and deliver tools and resources that promote psychological safety, inclusive leadership, and team accountability.
Utilize available data, tools, and resources to identify trends and insights to advise leadership regarding strategic decisions.