Manager II, Organizational Development

Job Description

Job Description

Applications Due By August 31st, 2026

Goodwill of Colorado

Job Description

Pay: $65,0000-$72,000/year

Schedule:  Monday-Friday, 8am-5pm with occasional early morning/evening/weekends when business dictates to support our retail customers.

This position is eligible for Daily Pay!  Work today, get paid today! We’ve partnered with DailyPay, a voluntary benefit to offer employees access to their pay on their own schedule.

JOB SUMMARY:

The Manager II, Organizational Development (OD) plans, evaluates, develops, implements and administers development and training programs for company employees for all levels of the business (high potential, leadership, technical, and foundational staff). The Manager also acts as liaison and advisor to the organization's leadership and facilitates initiatives across the organization.

ESSENTIAL FUNCTIONS:

Overall Effectiveness of the Learning and Development Program:

• The OD Manager will assess the training needs of the organization’s business units and locations; conduct research; develop curricula in support of the strategic goals of the organization that matches organizational culture and applies tested instructional design theories, practices, and methods; facilitate offerings using current adult education methods; evaluate effectiveness and articulate the Return on Investment (ROI) of the Learning and Development (L&D) programs.

Driving Talent Strategies:

• The OD Manager will play a key role in driving talent strategies across performance management, annual review cycles, and succession planning through oversee performance frameworks, while equipping leaders with tools and training for effective feedback and development conversations. During annual review cycles, they manage timelines, communications, and systems to ensure smooth execution and meaningful outcomes. In succession planning, they identify critical roles, assess talent readiness, and support development plans for high-potential employees, aligning future leadership needs with organizational strategy. Their work ensures a strong, agile talent pipeline and a culture of continuous growth.

Develop and Maintain Partnerships with Key Constituents and Customers:   

• The OD Manager will support business unit leaders by driving the talent development process; assessing customer needs and developing effective interventions; implementing innovative coaching, team building and leadership programs. 

Administrative Skills Including Project Management, Budget Effectiveness, etc.:

•The OD Manager will maintain open lines of communication with all departments and take advantage of new communication tools/technologies. The incumbent will manage staff and organizational development projects and will spearhead change management strategies related to their implementation. The OD Manager will assist the Director of Talent Acquisition and OD with managing the annual budget for the organization’s learning needs.

Assess and Develop Learning and Development Staff:

• The OD Manager will recruit and hire L&D staff as needed; develop L&D staff members in facilitation and instructional design methods appropriate for Goodwill employees and individual departments; encouraging partnerships to assess and prioritize current and future training needs; provide training on Goodwill systems. Conduct regular feedback sessions with the L&D team to create cohesiveness and engagement.

Other:

• Ensure all reported matters are handled in a timely manner by conducting thorough research, interviews, and data analysis during the investigative phase, and communicating findings to appropriate management.
• Advise other managers on human resources issues, such as equal employment opportunity and sexual harassment concerns, ensuring timely and appropriate action is taken. 

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education:

• A Bachelors degree in Training and Development, Organizational Development or related field; equivalent education and experience may apply.  

Experience:

• 5 (five) or more years of experience in designing, implementing, and/or facilitating effective training and development programs for adults.
• 3 (three) or more years of experience managing a team within a corporate learning or Human Resources (HR) environment.
• 3 (three) or more years of experience in HR to include Employee Relations, Compliance, etc.
• Previous experience working for a Not-for-profit is a plus. 

Other:

• Strong knowledge of performance management systems and review processes.
• Proven success in designing and implementing L&D programs.
• Excellent facilitation, coaching, and communication skills.
• Experience leading employee engagement initiatives and analyzing engagement data.
• Skilled in succession planning and talent development strategies.
• Proficiency with Learning Management Systems (LMS), Human Resources Information System (HRIS), and performance tools (e.g., UKG, Workday, SuccessFactors, Cornerstone).
• Strong data analysis and reporting capabilities.
• Change management and stakeholder influence skills.
• Ability to manage multiple priorities in a dynamic environment.
• To perform this job successfully, an individual should have intermediate knowledge of Microsoft (MS) Word, Excel, Outlook; LMS, and HRIS.
• The incumbent will spend time working in a general office environment. The noise level in the work environment is usually moderate. However, the incumbent may travel to Goodwill event locations where environmental conditions may vary. The primary work location will be either the Dever and/or Colorado Springs Headquarters. This is a hybrid position with at least three (3) days a week (Monday, Thursday, and one (1) flex day). 
• Ensure all reported matters are handled in a timely manner by conducting thorough research, interviews, and data analysis during the investigative phase, and communicating findings to appropriate management.
• Advise other managers on human resources issues, such as equal employment opportunity and sexual harassment concerns, ensuring timely and appropriate action is taken. 
• The incumbent will be required and must have the ability to drive for company business*.

*Per auto vehicle insurance carrier requirements: For applicants/employees to qualify for inclusion on the Goodwill driver insurance schedule, for purpose of driving Goodwill fleet vehicles, or for purpose of receiving company mileage reimbursement they must be at least:

• 21 years of age (not engaged in passenger transportation),
• 25 – 70 years of age for all passenger transportation services,
• 25 years of age for CDL.

Applicants/employee will be required to undergo a Motor Vehicle Record (MVR) check and background check; applicants/employees must disclose all moving traffic violations or vehicle crashes (within the last five (5) years)(Note: not all violations are a disqualification for employment and each case will be reviewed by the insurance carrier); must have valid Colorado State driver license; must also be able to operate company vehicle, and adhere to all Federal, State, and local laws governing vehicle operation.

Applicants/employees using their personal vehicle for company business (receiving company mileage reimbursement), must have valid vehicle insurance, valid driver license, and vehicle must be in roadworthy condition. 

Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities, protected veterans and military spouses. 

Goodwill participates in E-Verify.  For more information on E-Verify, please contact DHS: View phone number on ziprecruiter.com or .

We promote a Safe & Drug-free Workplace.

Physical Requirements

Attachment to Job Description

Job Title: 806 - Manager II, Organizational Development Dept Number: 9400

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Guide to Physical Requirements:

• Continuously (5-8 hours)
• Frequently (3-4 hours)
• Occasionally (1-2 hours)
• Never

LIFTING: (as defined by ADA)

Heavy: 45 lbs & over - NEVER

Moderate: 15-44 lbs - OCCASSIONALLY

Light: 14 lbs & under - OCCASSIONALLY

CARRYING:

Heavy: 45 lbs & over - NEVER

Moderate: 15-44 lbs - OCCASSIONALLY

Light: 14 lbs & under - OCCASSIONALLY

PUSHING/PULLING - OCCASSIONALLY

REACHING:

Above Shoulder - OCCASSIONALLY

At Shoulder - OCCASSIONALLY

Below Shoulder - OCCASSIONALLY

TWISTING - OCCASSIONALLY

BENDING - OCCASSIONALLY

KNEELING/CRAWLING - NEVER

SQUAT - OCCASSIONALLY

CLIMBING:

Use of legs only (stairs) - OCCASSIONALLY

Use of arms & legs (ladders) - OCCASSIONALLY

HEARING - CONTINUOUSLY

VISION:

Visual, close - CONTINUOUSLY

Visual, distant - CONTINUOUSLY

Visual, depth perception - CONTINUOUSLY

HANDS/FINGERS:

Simple grasping - CONTINUOUSLY

Fine Manipulation - CONTINUOUSLY

Repetitive Movements - CONTINUOUSLY

WALKING - CONTINUOUSLY

STANDING - CONTINUOUSLY

SITTING - CONTINUOUSLY

SPEAKING - CONTINUOUSLY

OTHER, please describe – OCCASSIONALLY - Driving