Sr. Organizational Dev & Leadership Partner

OneAZ Credit Union • Phoenix, AZ

4d • $84,000 - $105,000 • Onsite

About The Position

The Senior Organizational Development (OD) & Leadership Development Partner serves as both a strategist and content creator, responsible for designing, developing, delivering, and evaluating leadership development programs and organizational development initiatives that strengthen the credit union’s culture and transformation agenda. This role partners with leaders and HR colleagues to build leadership capability, create engaging development content, drive organizational effectiveness, and support enterprise-wide change.

The Senior Partner plays a critical role in shaping leadership behaviors, building trust and accountability, and equipping managers and leaders to successfully guide their teams through growth and change, while also ensuring that leadership and OD programs are supported by high-quality, customized content and tools.

Requirements

• H.S. Diploma Required
• Bachelor's Degree Human Resources, Organizational Development, Education, Business, or related field required
• 8-10 years similar or related experience (7+ years) in Progressive HR, OD, or leadership experience required.
• Proven ability to design and deliver leadership development programs and organizational interventions
• Strong knowledge of OD frameworks, leadership development practices, and change management methodologies
• Experience facilitating workshops and delivering training to leaders at all levels
• Exceptional interpersonal, coaching, and communication skills

Nice To Haves

• Master's Degree Human Resources, Organizational Development, Education, Business, or related field preferred.
• Financial services or regulated industry experience preferred

Responsibilities

• Design, deliver, and facilitate leadership development programs, learning content, and supporting materials for managers, high-potential employees, and senior leaders.
• Apply instructional design and adult learning principles to create engaging, learner-centered content that enhances leadership skills and knowledge retention.
• Partner with executives and HR Business Partners to identify leadership capability gaps and succession needs.
• Provide coaching, tools, and frameworks that enhance decision-making, communication, and people leadership skills.
• Evaluate program effectiveness and continuously refine both content and delivery approaches based on feedback and business outcomes.
• Measure and communicate program impact and defining and tracking key performance indicators (KPIs), such as enrollment vs completion, assessments, observation, feedback, retention rates, leader readiness, engagement, cost savings, culture metrics, etc., and using data-driven insights to guide continuous improvement.
• Leverage systems and applications such as Articulate, Camtasia, Canva, Captivate, MS Suite, WellSaid, etc. to develop content
• Use (e.g., Learning Management System [LMS], Human Resources Information System [HRIS] dashboards, and digital collaboration tools) to design, track, and continually refine leadership development programs.
• Support organizational design and transformation efforts, including team effectiveness, structure, and workflow optimization.
• Independently design and facilitate workshops, toolkits, and interventions that improve collaboration, trust, and performance.
• Partner with leaders on succession planning, talent reviews, and workforce capability assessments.
• Serve as a trusted advisor to senior leaders and cross-functional teams, ensuring leadership programs align with enterprise priorities and, when needed, presenting key insights and recommendations to leadership.
• Stay current on OD/LD trends and pilot innovative, research-based learning methods, such as microlearning and experiential labs, to keep programs fresh and impactful.
• Collaborate with the Manager to embed change management practices and tools into leadership programs.
• Coach managers on their role in leading change, reinforcing accountability and ownership.
• Develop communication, training, and resource materials that support adoption of change initiatives.
• Work closely with the Director of Culture & Change Management and Manager to ensure leadership and OD initiatives align with enterprise culture and transformation strategies.
• Partner with HR Business Partners to ensure development solutions meet business-specific needs.
• Collaborate with Talent Operations and Engagement teams to integrate leadership content into onboarding, training, and engagement strategies.

Benefits

• Generous paid time off: paid holidays, floating holidays, personal days, vacation days, plus sick time
• Low-cost Medical, Dental & Vision plans
• Paid childcare assistance
• Award-winning 401K
• Gym fee reimbursement
• Tuition Reimbursement
• Student loan repayment

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level