Senior Human Resources Manager

Senior HR Manager

The Senior HR Manager is a strategic and hands-on leader responsible for designing and leading organization-wide learning, leadership development, and organizational effectiveness that build capabilities, drive culture, and support business goals. This role assesses development needs, designs, and delivers learning solutions, and partners with leaders to implement organizational development (OD) interventions that improve performance and employee engagement.

Key Duties and Responsibilities

Strategy Development

• In conjunction with the leadership of Human Resources and Department Directors, develop and execute a multi-year learning and organizational development strategy aligned to organizational goals and people strategy.
• Establish learning priorities, success metrics, and evaluation methods to measure impact at individual, team, and organization levels.

Needs Assessment and OD Consulting

• Conduct organizational, team, and role-based needs assessments using data (engagement surveys, performance data, interviews, focus groups) to identify capability and culture gaps.
• Serve as an internal OD consultant to leaders on change management, team effectiveness, strategic planning, and organizational design interventions.

Learning Design and Delivery

• Design, develop, and facilitate leadership, management, and core skill programs using a mix of classroom, virtual, blended, and self-paced learning.
• Implement a range of learning methods such as workshops, cohort programs, coaching, mentoring, job shadowing, and on-the-job learning.
• Design and facilitate leadership development, emerging leaders, and new manager programs to build a strong talent pipeline.

Learning Operations, Technology, Measurement, and Continuous Improvement

• Oversee learning operations, including scheduling, communication, registration, material, and logistics for all programs.
• Manage and optimize the Learning Management System (LMS) and other learning technologies, ensuring accurate data, reporting, and user experience.
• Evaluate program effectiveness through surveys, assessments, behavior and performance outcomes, and business metrics; use insights to refine offerings.
• Track participation, completion, and impact data and provide regular reports and recommendations to senior leadership.

Vendor Management

• Establish and manage relationships with external training vendors, consultants, and universities, including selection, contracting, and performance oversight.
• Ensure the Agency's procurement process is utilized to secure all external training vendors and consultants.

Offboarding and Transition

• In collaboration with the Benefits and Compensation Specialist, structure exits (retirements, resignations, involuntary terminations), conduct exit interviews, and knowledge transitions.

Knowledge, Skills, and Abilities Required

1. Interpersonal Skills

Interact professionally while maintaining effective working relationships with MDHA leadership, coworkers, company representatives, and government officials; develop and maintain effective working relationships with residents and members of the public. Ability to work effectively under stress, close deadlines, and competing demands.

2. Regulatory Expertise

Knowledge of federal, state, and local laws and regulations governing fair housing policies and practices; excellent management, leadership, and interpersonal skills; ability to communicate effectively, orally and in writing, in both formal and informal settings; must be detail-oriented; ability to analytically solve problems, make sound judgments, and exercise good decision-making; ability to perform short and long-range planning.

3. Resilience

Willingness, mental and physical ability to perform the duties involved in this classification. The ability to perform work with or without accommodation requires the ability to sit, stand, and walk; dexterity of the hands; clarity of vision, speech, and hearing; the power of observation; and other physical duties as required.

4. Software Management

Skilled in Microsoft Word, Excel, PowerPoint, and other Microsoft software. Familiar with LMS platforms, i.e., Aspire.

Education, Experience & Other Requirements

Minimum Qualifications

• Bachelor's degree in human resources, organizational development, adult education, industrial-organization psychology, or related field,
• 7-10 years of progressive experience in learning and development, organizational development, or related HR role, including experience designing and facilitating training,
• Demonstrated experience conducting needs assessments and implementing OD or change management interventions with leaders and teams,
• Proven ability to design and deliver leadership and management development programs for diverse audiences, and
• Experience with LMS platforms, e-learning tools, and blended learning approaches.

Preferred Qualifications

• Master's degree in organizational development, industrial-organizational psychology, public administration, business administration, or a closely related field from an accredited institution,
• 2-3 years of progressive experience in learning and development, organizational development, or related HR role, including experience designing and facilitating training,
• Demonstrated experience conducting needs assessments and implementing OD or change management interventions with leaders and teams,
• Proven ability to design and deliver leadership and management development programs for diverse audiences, and
• Experience with LMS platforms, e-learning tools, and blended learning approaches.