Manager, Organizational Development & Training

COBX Lansing, MI

About the Job


Effectively lead the day-to-day work and team performance to ensure that the goals and standards of the department and the enterprise are being met.Acts as a primary organizational development liaison with other departments as it relates to organizational design, change management, and learning and development programs. Identifies ways to continuously improve learning programs and tie programs to the company’s strategic goals. Works with managers and employees to identify methods of improving employee performance and closing performance gaps. Recommends training tools/formats based on best practices.    



Organizational Development and Design

  • Serve as a coach, removing operational blocks that result in employees not achieving the operational objectives.
  • Ensure team meetings are routinely scheduled to discuss performance results, operational issues, and provide all team members the opportunity to explore alternative approaches to exceed the current performance levels.
  • Provide opportunities for and encourage professional growth of individual team members.
  • Effectively develop, prioritize and implement project plans as assigned by management.
  • Participate in development of annual departmental budget, monitor budget and identify budget discrepancies. Research cause and make recommendations.
  • Responsibility for balancing workload to optimize the effectiveness of the department.
  • Responding to needs for intact team development, to include assessing and analyzing needs and style, identifying interventions needed, designing the intervention(s), and facilitating the intervention.
  • Relationship coaching for key partners and project teams to facilitate communications.
  • Provide counsel to Human Resources Business Partners and enterprise departments on organizational structure.
  • Use supply and demand analysis to determine talent management strategies.
  • Provide counsel to Human Resources Business Partners through the Talent Assessment and Succession Planning processes.
  • Uses the Enterprise Talent Management System to develop, implement, and track employee performance reviews.
  • Assists Manager of Talent Management and Learning with engagement survey process.


Change Management

  • Provides change management and transitional consulting services, which may include assessment of the current or future change initiative, consultation re-design and implementation of change and transition process, and training.
  • Develops change management initiatives designed to build a culture of innovation and inclusion.


Learning and Development

  • Designs/develop training plans/curriculum.
  • Conducts job/task analysis/assessment of employee and position learning needs in collaboration with managers and others.
  • Measures and evaluates training outcomes and effectiveness using various evaluation methods.
  • Researches best practices and emerging trends in employee education and training.
  • Manages training related projects and conducts training, as appropriate.
  • Develops and prepares necessary reports and manuals related to job responsibilities.
  • Participates in development of annual education goals, objectives and budget.
  • Maintains confidentiality of all information processes.
  • Works with minimum supervision and exercises sufficient discretion and independent judgment.
  • Uses the Enterprise Learning Management System to offer, track, and report on employee training.



Directly supervises exempt and non-exempt staff in accordance with company policies and applicable Federal and State Laws. Responsibilities include but are not limited to effectively interviewing, hiring, terminating, and training employees; planning, assigning and directing work; appraising performance; rewarding and counseling employees; addressing complaints and resolving problems; supporting and encouraging the engagement process.


This position description identifies the responsibilities and tasks typically associated with the performance of the position. Other relevant essential functions may be required.



Bachelor’s degree in Human Resources, Organizational Development, Education, Business or related field required. Masters degree preferred. Continuous learning, as defined by the Company’s learning philosophy, is required. Certification or progress toward certification is highly preferred and encouraged.



Seven (7) years in an organizational development, education, or training environment which provides the necessary skills knowledge, and abilities, with demonstrated application in the following areas: design, change management, and employee/leadership development, ten years preferred. Three (3) years in a setting that provides operational experience. Three (3) to five (5) years experience in organizational development required.



  • Must demonstrate leadership ability and team building skills to effectively supervise professional and non-professional staff and interact with all levels of management.

  • Ability to work with and empower others on a collaborative basis to ensure success of unit team.

  • Ability to effectively exchange information, in verbal or written form, by sharing ideas, reporting facts and other information, responding to questions and employing active listening techniques.

  • Ability to establish workflows, manages multiple projects, and meets necessary deadlines.

  • Ability to conduct needs assessments and job task analysis.

  • Ability to establish a personal rapport at all levels of the organization, especially internal customers and managers, and to resolve conflicts in a professional manner.

  • Ability to select or design/develop and implement learning strategies appropriate for the situation.

  • Ability to assess performance of others and make improvements or take corrective action.

  • Excellent oral and written communication skills.

  • Excellent presentation and facilitation skills.

  • Demonstrated leadership and project management abilities.
  • Ability to make competent, independent decisions.
  • Ability and proficiency in the use of computers and Company standard software specific to position.
  • Ability to perform other assignments at locations outside the office.