Manager, Leadership & Organizational Development

Job Title: Manager, Leadership & Organizational Development Location: Riedman Campus Hours Per Week: 40 hrs/week Schedule: Day shift SUMMARY The role supports the enterprise approach to strengthen organizational effectiveness, leadership capability, and a culture where team members can do their best work. This role contributes to the design and delivery of leadership development and organizational development initiatives and partners with leaders and HR colleagues to support strategy through how teams are organized, led, and supported through change. The position supports RRH’s leadership philosophy and competency framework by translating established standards into programs, tools, and leader experiences. This includes supporting leadership development across the lifecycle—from new leader onboarding through advanced leadership experiences—and assisting with succession readiness and talent development efforts. The role also supports organizational diagnostics and change initiatives for priority efforts, helping translate data and feedback (e.g., Your Voice) into actionable improvements. This role is part of the Culture & Development Team, a Center of Excellence within the People Team that advances belonging, team member experience, learning, leadership development, and talent mobility. RESPONSIBILITIES People Leadership & Team Oversight Lead, coach, and develop members of the Leadership & Organizational Development team, including L/OD consultants, leadership development program managers, and external contractors, as applicable. Support performance management, professional development, and capacity planning within the team. Foster a collaborative, inclusive team environment focused on continuous improvement, accountability, and delivery excellence. Promote workplace wellbeing and psychological safety within the team. Leadership Development Delivery & Program Management Support the implementation and ongoing delivery of RRH leadership development programs across leadership levels, including new leader onboarding, manager development, and advanced leadership offerings. Partner with Learning & Development to operationalize leadership competencies, standards, and learning priorities into programs, tools, and facilitated experiences. Manage assigned leadership development portfolios, including program planning, facilitation support, scheduling, and coordination. Ensure leadership development initiatives are delivered consistently and aligned to established enterprise expectations. Succession, Talent Readiness & Leadership Capability Support Support succession planning and talent readiness efforts in partnership with Talent Mobility, Workforce Planning, and HR strategy teams. Coordinate leadership assessments, development planning, and readiness activities as defined by enterprise processes. Assist with preparation, facilitation, and follow up for talent reviews, leadership cohorts, and readiness discussions. Track and support development plan progress for identified leadership populations. Organizational Effectiveness & Change Support Provide organizational development support for priority initiatives, including team effectiveness, role clarity, decision making, and ways of working. Facilitate or co‑facilitate team sessions, workshops, and off‑sites focused on alignment, performance, and collaboration. Support change management efforts by applying established change frameworks, partnering with HR Strategic Partners and Communications. Translate diagnostic insights (e.g., engagement or feedback data) into actionable recommendations and practical improvement plans. Consulting, Partnerships & Stakeholder Engagement Serve as a partner to operational leaders and HR colleagues by providing guidance on leadership development, team effectiveness, and change initiatives within established frameworks. Collaborate closely with Learning & Development, Talent Mobility, Workforce Planning, and Workforce Intelligence to deliver integrated, coordinated solutions. Manage relationships with external vendors (e.g., assessment providers, leadership program vendors, facilitators, coaches) to support assigned initiatives. Measurement, Reporting & Continuous Improvement Monitor participation, completion, and outcomes for leadership development and OD initiatives. Support data collection, reporting, and evaluation to assess impact and inform improvements. Use qualitative and quantitative insights to identify trends, risks, and opportunities for refinement. Manage assigned program budgets, contracts, and resources in alignment with approved funding and priorities. REQUIRED QUALIFICATIONS Bachelor’s degree required. 5+ years of progressive experience in leadership development, organizational development, or related HR functions within a large, complex organization required. 2+ years of experience leading teams, programs, or large‑scale initiatives required. PREFERRED QUALIFICATIONS Experience delivering leadership development and OD programs across multiple leader levels. Working knowledge of leadership competencies, team effectiveness models, succession processes, and change management practices. Strong facilitation and consulting skills, with the ability to support leaders and teams through structured sessions. Experience partnering across HR COEs and operational leadership in a shared services environment. Strong project management, organization, and prioritization skills. Ability to use data and insights to inform decision making and recommendations. Healthcare or similarly regulated industry experience preferred. Exposure to assessments, coaching approaches, and leadership development tools preferred. PHYSICAL REQUIREMENTS S - Sedentary Work - Exerting up to 10 pounds of force occasionally. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. PAY RANGE $85,000.00 - $125,000.00 #J-18808-Ljbffr