Senior Manager, Learning and Organizational Development

Role Description

The Senior Manager, Learning and Organizational Development is responsible for designing, coordinating, and implementing learning and development strategies that strengthen staff capacity, supervisor effectiveness, onboarding, performance management, and organizational readiness across Future Plans. This role supports learning at all levels of the organization, including new employees, individual contributors, supervisors, managers, senior leaders, and emerging leaders. The Senior Manager will partner closely with Human Resources, Organizational Excellence, department leaders, and the Executive Leadership Team to identify learning needs, develop practical learning solutions, and build systems that support staff growth, role clarity, leadership capacity, and organizational effectiveness.

Key Responsibilities:

• Learning and Development Strategy
  • Develop and implement an annual learning and development plan aligned with Future Plans’ mission, strategic priorities, operating model, and organizational needs.
  • Assess learning needs across the organization through input from staff, supervisors, department leaders, performance trends, organizational priorities, and emerging business needs.
  • Design learning experiences that support staff development, role clarity, supervisor effectiveness, leadership capacity, and organizational consistency.
  • Identify appropriate internal and external learning resources, facilitators, tools, and platforms to support organizational learning goals.
  • Establish clear learning objectives, outcomes, and measures of effectiveness for major learning initiatives.
• Staff Development and Organization-Wide Learning
  • Design and coordinate monthly microlearning sessions for all staff focused on topics such as communication, collaboration, performance, accountability, change readiness, mission alignment, professional growth, and organizational effectiveness.
  • Develop practical learning tools, guides, templates, job aids, and resources that help staff apply learning in their day-to-day work.
  • Support a learning culture that encourages continuous improvement, shared accountability, staff engagement, and professional growth.
  • Ensure learning opportunities are accessible, relevant, and appropriate for a remote and geographically dispersed workforce.
• Leadership and Supervisor Development
  • Design and coordinate leadership development opportunities for current leaders, supervisors, managers, and emerging leaders.
  • Support the development and implementation of a Leadership Academy and Aspiring Leaders Academy.
  • Develop supervisor training focused on coaching, feedback, performance management, documentation, communication, team development, accountability, and staff support.
  • Partner with senior leaders to identify leadership development priorities and support consistent leadership practices across the organization.
  • Support executive leadership development initiatives, including coordination of coaching, team development, and facilitated learning experiences as appropriate.
• Community Outreach and Partnership Development Oversight
  • Guide and support Community Outreach Partners in building, strengthening, and maintaining relationships with schools, employers, workforce agencies, community organizations, nonprofits, elected officials, courts, correctional facilities, treatment and recovery providers, developmental disability service providers, libraries, OhioMeansJobs offices, and other local stakeholders.
  • Ensure regional outreach efforts are coordinated, strategic, and aligned with Future Plans’ priorities.
  • Help identify key regional partners and partnership opportunities that can expand access to Future Plans services and strengthen youth, adult, and transitional career pathway work.
  • Support Community Outreach Partners in developing and maintaining referral pathways, partner communication, community visibility, and regional intelligence.
  • Represent Future Plans in high-level regional meetings, partner conversations, community convenings, and strategic relationship-building opportunities.
• Onboarding and Employee Experience
  • Lead the redesign and continued improvement of Future Plans’ onboarding process for new employees.
  • Develop onboarding tools, learning pathways, checklists, and resources that support new hire success, role clarity, and connection to the organization’s mission, culture, and operating model.
  • Partner with department leaders to ensure onboarding is consistent, engaging, and tailored to role-specific needs.
  • Support onboarding for employees transitioning into new roles as part of organizational changes.
• Performance Management Support
  • Assist in the continued development and implementation of Future Plans’ performance management system.
  • Develop training, tools, and resources to help supervisors and employees understand expectations, set goals, provide feedback, document progress, and engage in meaningful performance conversations.
  • Support consistency in performance management practices across departments.
  • Provide learning resources that help supervisors address performance concerns constructively and in alignment with organizational expectations.
• Organizational Development and Change Support
  • Support organizational development initiatives that improve communication, collaboration, role clarity, team effectiveness, and organizational alignment.
  • Develop learning and support tools to help staff and supervisors navigate organizational change, restructuring, new systems, and evolving priorities.
  • Partner with leaders to identify capacity gaps and design learning solutions that support successful implementation of strategic and operational priorities.
  • Facilitate team learning sessions, reflection conversations, and development activities that strengthen organizational effectiveness.
• Retreats, Meetings, and Learning Events
  • Support the design and coordination of learning content for all-staff retreats, quarterly in-person meetings, leadership meetings, and other organizational learning events.
  • Work with internal stakeholders and external facilitators to ensure learning sessions are purposeful, well-designed, and aligned with organizational priorities.
  • Help translate retreat and meeting content into follow-up learning tools, action steps, and staff resources.
• Other Duties
  • Attend required Future Plans meetings, trainings, planning sessions, retreats, and program-related events.
  • Represent Future Plans in a manner that reflects the organization’s mission, values, and commitment to helping individuals and communities move toward greater opportunity.
  • Other duties as assigned.

Qualifications

• Bachelor’s degree in human resources, organizational development, education, instructional design, leadership development, business, nonprofit management, or a related field; equivalent experience may be considered.
• Minimum of 5 years of experience in learning and development, organizational development, leadership development, training, human resources, adult learning, or a related field.
• Experience designing and facilitating adult learning experiences for staff at multiple levels of an organization.
• Experience supporting supervisor, manager, or leadership development.
• Strong understanding of adult learning principles, curriculum design, facilitation, and learning evaluation.
• Demonstrated ability to translate organizational needs into practical learning solutions.
• Strong project management, communication, writing, and facilitation skills.
• Ability to build relationships and collaborate effectively with staff, supervisors, senior leaders, and external partners.
• Ability to manage multiple projects and priorities in a dynamic environment.
• Comfort working in a remote or geographically dispersed organization.

Requirements

• Experience in nonprofit, education, workforce development, community-based, public sector, or mission-driven organizations.
• Experience supporting organizational change, restructuring, culture-building, or performance management initiatives.
• Experience designing onboarding programs, leadership academies, supervisor training, or organization-wide learning programs.
• Experience with coaching, leadership assessments, learning management systems, employee engagement tools, or performance management platforms.
• Certification or training in learning and development, organizational development, coaching, instructional design, change management, or HR preferred but not required.

Skills

• Strong facilitation and presentation skills.
• Ability to design learning experiences that are practical, engaging, and aligned with organizational needs.
• Strong understanding of leadership development and supervisor effectiveness.
• Ability to work across departments and build trust with diverse stakeholders.
• Strong written communication skills, including the ability to create clear tools, guides, templates, and learning materials.
• Strong organizational and project management skills.
• Ability to think strategically while also executing tactically.
• Ability to support staff and leaders through change.
• Commitment to continuous improvement, equity, inclusion, and mission-driven work.
• Ability to maintain confidentiality and exercise sound judgment.

Compensation & Benefits

• Competitive salary, based on experience
• Comprehensive benefits package (health, vision, dental)
• Paid time off and holidays
• Professional development support
• Flexible, mission-driven work environment