Organizational Learning and Development Manager / Director

Virginia Mennonite Retirement Community, Inc.•Harrisonburg, VA

10h•$50,000 - $95,000•Onsite

About The Position

This position leads organizational and staff development initiatives for VMRC. In this capacity, this position advises VMRC’s leadership and facilitates educational programs and services across campus. Plans, develops, integrates, and administers staff development programs for service lines and associated employees. Responsible for providing educational opportunities aligned to achieve strategic business goals and operational objectives. This position will support the candidate sourcing process to attract, onboard, and retain qualified and diverse employees and will actively support the facilitation of VMRC’s monthly New Employee Orientations (NEO). This position reports directly to the Senior Director of Culture and Belonging and supports execution of the All Staff Learning Series and Level Up (Leadership) Learning Series, partnering with the Senior Director, internal VMRC presenters, and approved external learning consultants to plan, coordinate, and deliver programming.

Requirements

Master's degree in Education, Human Resources, Communications, Organizational Development, or a related field is expected.
A Bachelor’s degree with equivalent, progressively responsible experience may be considered
Minimum of 5–7 years of progressive experience in organizational and staff development, including prior leadership or supervisory experience.
Demonstrated experience managing vendor/consultant relationships and multi-department program strategy preferred.
Bachelor's degree considered; minimum of 3 years of experience in organizational and staff development.
Knowledge of and ability to incorporate adult learning theory into daily practice (motivational theory/employee motivation, etc.).
Demonstrated experience managing organizational change through strategically planned and designed educational programs.
Knowledge of and ability to incorporate training transfer theories into training practice.
Ability to use multiple and varied training methodologies to meet the training needs of staff.
Ability to write or modify curriculum/course content to meet VMRC’s unique organizational needs.
Competency with web-based training, computer setup, and other audiovisual equipment is required.
Must demonstrate strong leadership and excellent communication skills.
Must possess the ability to learn quickly and adapt to new industry standards and training.
Must possess a command of the English language, both written and spoken.
Proven ability to work effectively both independently and in a team-based environment.
Must possess the ability to supervise, coordinate, and effectively lead the activities of others.
Must be able to work effectively with leadership, the service line team, staff, residents, vendors, and community members.
Must possess computer experience with familiarity with the Microsoft Office suite (Word, Excel, PowerPoint, and Outlook).
Must be able to effectively communicate orally, in writing, and through presentations.
Must have the ability to understand and carry out oral and written assignments and to perform the duties listed in this job description with limited supervision.
Must be a proactive self-starter and initiator who identifies needs and drives work forward independently.
Self-motivated, highly organized, flexible, and able to accommodate changing priorities.
Must have a pleasant personality, enjoy working with people, have good manners, and be able to deal tactfully with others.
Fully vaccinated for COVID-19 or provide proof of prior vaccination(s) before the date of hire.
Satisfactorily pass a background check and drug screen during the pre-employment screening process.

Nice To Haves

Prior leadership experience is a plus but not required (for Bachelor's degree consideration).
Experience coordinating with external training vendors, consultants, or guest presenters is a plus.

Responsibilities

Directs all needs assessments to identify and integrate staff development activities that support the effectiveness of employee performance in achieving the goals and objectives of VMRC.
Creates an annual learning plan to ensure alignment with business objectives and job roles while addressing both organizational and individual perspectives.
Determines the best learning methodologies for training programs.
Develops and coordinates all VMRC education using internal and/or external resources.
Identifies and incorporates evidence-based, best practice, and “lessons learned” into educational program plans.
Consults with service line leaders to determine education needs, develop plans for each budget year, and coordinate all plans with the Senior Director of Culture and Belonging.
Coaches VMRC leaders to understand adult education, techniques, and methods needed to support the development and engagement of each employee, further enabling the organization to be proactive as employer of choice and provide quality resident services.
Coordinates campus-wide training schedules.
Provides consultative services to all employees regarding their development plan. Functions in a liaison capacity to problem solve between supervisors and employees as needed.
Completes a VMRC comprehensive staff development plan defining all compliance training, strategic training, and any employee electives as well as an overarching VMRC education philosophy.
Supports the planning, coordination, and execution of the All Staff Learning Series and Level Up (Leadership) Learning Series, ensuring content aligns with organizational goals and the strategic direction set by the Senior Director of Culture and Belonging.
Coordinates with approved external learning consultants and internal VMRC presenters to develop and deliver training sessions for the All Staff Learning Series and Level Up Learning Series, including scheduling planning meetings (via Teams or on campus), confirming session schedules, and maintaining a rolling six-month learning calendar in collaboration with the Senior Director of Culture and Belonging.
Actively assesses current processes, procedures, and programs; develops and implements more effective methods.
Effectively and efficiently completes projects as assigned.
Assists with special Human Resources-related projects.
Tracks all VMRC education for State and Federal regulatory compliance and corporate reporting.
Tracks all VMRC Exit Surveys and key metrics.
Develops tools to evaluate educational program effectiveness, including pre-and post-testing.
Develops, tracks, and reports Return on Investment (ROI) data.
Manages VMRC centralized education expenditures within budget, including external consultant and vendor engagements.
Develops and maintains computer files of training resources.
Supports the candidate sourcing process to attract, onboard, and retain qualified and diverse employees.
Assists with building a candidate talent pool based on the company’s hiring needs/priorities to ensure that we are meeting future workforce needs.
Supports the facilitation of weekly/monthly New Hire Orientations.
Effectively manages all company social media platforms, job postings, new employee welcome, company events, etc. to ensure that employer branding is front and center for all candidates.
Tracks key monthly metrics: number of open positions, new employees hired, employees terminated, time to start, time to fill, Exit Interviews completed, etc.
Builds Effective Relationships: Makes people feel like they are valued and important to the success of the organization; offers positive recognition for a job well done; seems to care for people on a personal level; encourages the growth and development of others; manages his or her own emotions well.
Performance: Sets performance goals for himself/herself and reaches them (accountability); is passionate and enthusiastic about his / her own work; demonstrates high personal energy levels (commitment, drive, initiative, tenacity, and persistence); is focused on the resident’s well-being and quality of life; actively demonstrates the organization’s mission, vision, and values.
Leads Change: Is not satisfied with the status quo and will continuously assess strategies to do things more effectively and efficiently, and is willing to take risks and experiment; is an agent of change in the organization; is open to solving old problems in new ways; welcomes diverse points of view; encourages creativity and innovation.
Complies with all VMRC and departmental policies & guidelines in a conscientious manner.
Actively engages residents in a meaningful, positive, and compassionate manner while ensuring an environment of resident-centered respect and appreciation.
Maintains confidentiality of all resident care and protected health information. Reports known or suspected incidents of unauthorized disclosure of confidential information to supervisor or designee.
Handles responsibility and maintains a positive, professional & collaborative working relationship with residents, families, administration, peers and co-workers.
Demonstrates good attendance and maintains “Employment in Good Standing”.
Uses correct body mechanics to prevent injury to self, residents and other staff.
Assumes responsibility for and actively participates in staff development (professional growth) and continuing education to keep skills and required certification(s) up-to-date.
Demonstrates computer skills necessary to complete job tasks/responsibilities.
Attends all required in-services and department staff meetings.
Follows emergency and evacuation procedures.
Performs other duties as assigned by supervisor.
Serves as the Employee Experience Partner for new staff, providing structured support throughout the onboarding journey to promote integration, well-being, and retention.
Conducts scheduled touchpoints at key milestones — 2-week, 45-day, and 6-month intervals — using a combination of face-to-face meetings, Microsoft Teams calls, phone conversations, and digital surveys to assess new employee acclimation, well-being, and job readiness.
Proactively identifies and addresses gaps in new employees’ access to the tools, systems, and resources needed to perform their job effectively, coordinating with supervisors and relevant departments to resolve barriers early.
Acts as a collaborative ally to supervisors by providing guidance on onboarding best practices, facilitating feedback loops, and helping managers support new staff through the cultural and operational expectations of the organization.
Gathers and synthesizes feedback from onboarding check-ins and surveys to identify trends, surface systemic issues, and inform continuous improvements to the onboarding experience across departments.
Collaborates with Human Resources, department supervisors, and other internal stakeholders to align the onboarding experience with organizational goals, ensuring consistency and equity across all new hire cohorts.
Serves as a trusted point of contact for new employees navigating workplace challenges, facilitating timely referrals to appropriate resources (HR, EAP, department leadership) and escalating concerns when needed to protect employee well-being and retention.
Informally connects with new employees prior to end of their 90 days to gain feedback regarding onboarding/training experience. Advises direct supervisor and service line leaders of any pertinent findings to guide recruitment, new employee training, and reinforce retention.
Provides leadership and actively participates in employee engagement strategies and programs.
Initiates and conducts all exit interviews.
Actively reports trends and retention improvement recommendations to the Senior Director of Culture and Belonging and department/service line leaders.
Serves as a resource for general HR questions from current employees and supervisors.
Manages New Employee Orientation and schedules orientation presenters.
Works with Senior Director of Culture and Belonging to actively seek feedback from new employee orientation participants and engage HR staff and NEO presenters to refine and improve the orientation program.
Assists new employees in completing employment and payroll documents and monitors new employee files to ensure prompt return of all required employment information (criminal history, I-9, license, tax forms, etc.). Provides necessary follow-up to ensure documentation is completed within established guidelines.
Advises Senior Director of Culture and Belonging and VMRC leaders of industry and regional employment trends.
Reports new employees’ information to appropriate persons at VMRC and Everence representatives.
Reports new employees’ information to the Virginia New Hire Reporting Center website.
Maintains current employee files in accordance with mandated regulations.
Processes invoices through Avid.
Completes monthly credit card billing on time.
Pulls DMV driving reports, as needed, and forwards to HR Manager for further processing/record-keeping.
Exhibits professional communication and behavior consistent with VMRC goals and core competencies.
Interacts and problem-solves with co-workers, applicants, and others to ensure service objectives are met.
Responds to email, telephone, and in-person requests, inquiries, and questions in a professional, polite, and responsive manner.

Benefits

Health Care insurance with prescription drug coverage (when averaging 30+ hours per week)
Dental & Vision insurance
403(b) retirement plan with company match of up to 5% after 1 year employment
Generous Personal Time Off with cash-in options (Full-Time employees earn over 230 PTO hours in the first year of employment)
Short-Term Disability - company paid for FT staff
Supplemental Long-Term Disability
Discounted membership to on-site Wellness Center
Company paid Life Insurance
Supplemental Life Insurance coverage
Flexible Spending Account- includes a company contribution
Tuition Reimbursement and Scholarship Opportunities
Referral Bonus
Employee Meal Discount
Healthy You program and Recognizing, Assisting and Rewarding Employees (RARE) committee.
Employee Assistance Program (EAP) -company paid