Sr Organizational Development Specialist

S&S Activewear•Bolingbrook, IL

1d•Onsite

About The Position

We are seeking a Senior Organizational Development Specialist to own the design, execution, and continuous improvement of S&S Activewear's performance management programs. This is a hands-on individual contributor role for a curious, fast-learning professional who wants to build broad and deep expertise across the talent space while becoming a subject matter expert in performance management. Performance Management is the primary focus of this role, including goal setting, performance evaluations, calibration, feedback culture, manager capability, and the systems and processes that enable consistent and effective performance across the organization. You will partner closely with the Director of Talent Enablement to shape the overall approach while owning how programs are designed, implemented, measured, and continuously improved. Development, Culture, and Engagement are secondary areas of focus, with responsibility centered on the elements that connect directly to performance outcomes. Using insights gained through the performance management process, you will help drive employee development, strengthen engagement, support succession planning, and foster a feedback-rich culture in partnership with HR and business leaders. Reporting to the Director of Talent Enablement, you will translate strategy into practical tools, processes, and experiences that people leaders and team members use every day. Success in this role requires a balance of analytical thinking, thoughtful change management, strong influence skills, and the ability to drive adoption across a large, distributed organization. Comfort working in Workday and using data to evaluate program effectiveness are essential.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Psychology, Behavioral Science, or a related field, or equivalent practical experience.
2+ years of experience in performance management, talent management, HR, organizational development, or a related analytical discipline.
Experience supporting the design, implementation, or enhancement of performance management programs, including goal setting and calibration.
Experience administering, supporting, or optimizing performance management processes within Workday or in close partnership with HRIS teams.
Strong analytical skills with the ability to analyze data, measure program outcomes, and make evidence-based recommendations.
Experience facilitating stakeholder discussions and influencing leaders without direct authority.
Proven ability to support change management and drive adoption of HR programs in a distributed organization.
Strong written, verbal, presentation, and facilitation skills.
Comfortable operating in ambiguity while maintaining focus on outcomes and execution.

Nice To Haves

Master's degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, or related field.
Experience leading performance management programs end-to-end.
Advanced Workday Performance Management experience.
Experience supporting talent reviews, succession planning, team member engagement, or leadership development initiatives.
Professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, or related credentials.

Responsibilities

Own the end-to-end performance management lifecycle, including goal setting, mid-year reviews, annual evaluations, and rating consistency.
Lead calibration processes across the organization, facilitating discussions with leaders and addressing rating bias to support equitable outcomes.
Design, enhance, and maintain performance management frameworks, tools, resources, and processes aligned to organizational priorities and leadership competencies.
Build and embed a culture of continuous feedback by providing people leaders with resources, coaching, and tools that support meaningful year-round performance conversations.
Develop and administer performance improvement processes, ensuring alignment with talent, development, succession, and rewards strategies.
Strengthen manager capability in goal setting, expectation management, performance evaluation, feedback delivery, and talent differentiation.
Configure, maintain, and optimize Workday Performance functionality in partnership with HRIS and business stakeholders.
Analyze performance management metrics, including completion rates, calibration outcomes, rating distributions, and program effectiveness to drive continuous improvement.
Lead communication and change management efforts that support adoption and engagement across a geographically distributed workforce.
Translate performance and calibration outcomes into targeted development strategies that address capability gaps and improve organizational effectiveness.
Equip people leaders to convert performance conversations into actionable development and coaching plans.
Design and deliver learning solutions informed by performance trends and business needs.
Connect performance outcomes to succession planning and high-potential development initiatives.
Lead engagement survey activities related to feedback, development, growth, and people leader effectiveness.
Support onboarding effectiveness by reinforcing goal setting, expectations, and feedback practices early in the team member lifecycle.
Partner with HR leaders to strengthen team member engagement, recognition, and a growth-oriented culture where performance and development are interconnected.