Organizational Psychologist studies and assesses the organizations workforce, management, culture, business objectives, and challenges using psychological principles and research methods. Designs and develops programs and tools that will be appropriate for the needs of the organization and which will assist employees and management to better achieve desired goals. Being an Organizational Psychologist utilizes various methods including employee surveys, focus groups, skill assessments, performance appraisals, and other feedback mechanisms to assist management in identifying issues and driving improvements. Creates solutions and programs that may be focused on employee selection, job training, leadership training, workplace and family issues, and change management. Additionally, Organizational Psychologist requires a master's degree in industrial/organizational psychology. Typically reports to a manager or head of a unit/department. The Organizational Psychologist works autonomously. Goals are generally communicated in "solution" or project goal terms. May provide a leadership role for the work group through knowledge in the area of specialization. Works on advanced, complex technical projects or business issues requiring state of the art technical or industry knowledge. To be an Organizational Psychologist typically requires 10+ years of related experience. (Copyright 2024 Salary.com)
As the Manager Learning & Organizational Development, you will be responsible for developing methods to build organizational capability and shape our culture in support of achieving our strategic objectives. This position will provide expertise and leadership to leaders to identify, design, and manage initiatives for improved organizational effectiveness. Additionally, the Manager will build, integrate, and execute programs & processes in alignment with the HR strategy and will be responsible for developing the L&D framework, deliver a variety of learning programs, identify leadership development needs, and design programs that close current leadership gaps and build future leadership capability. Demonstrates commitment and alignment with Human Resources mission, vision, and values and is expected to carry out the duties and responsibilities in a manner that is consistent with Interra’s Core Values of Excellence, Integrity, and Invested.
Direct Reports: Learning & Performance Consultant(s)
HOW YOU WILL MAKE AN IMPACT
- Utilize appropriate OD models, resources, and systemic approaches to facilitate initiatives that enhance organizational effectiveness. Guide and motivate others to effectively facilitate change, efficiencies, and drive organizational performance. Consult regularly with business and HR leaders to identify leadership, team, and culture development needs.
- Responsible for designing, developing, and delivering blended learning programs and initiatives for both leaders and individual contributors that improve performance of employees at all levels of the business and deliver overall business success. Conduct needs analysis by meeting with the business leaders to identify skills gaps and provide effective solutions that build on employee competencies within the business.
- Shape learning culture as we grow, partnering with leaders, Human Resources partners, and employees to understand, respond to, and anticipate the company's learning needs. Serve as a learning resource for the broader organization. Provide thought leadership to help create optimal future learning strategies and structures.
- Leverage a wide variety of training delivery options (e-learning, instructor led, experiential, etc.) to deliver engaging and quality programs. Drive a consistent set of expectations for people leaders and support department-wide initiatives including coaching, team building, employee engagement, and career development.
- Evaluate and measure results of learning and development initiatives. Establish metrics that measure the performance and success of on-going training programs; identify points of improvement and develop solutions that improve the effectiveness of training programs.
- Supports execution of annual talent management and succession planning and drives ongoing process enhancement and improvement. Utilize expertise to support a variety of initiatives including organization assessment, organization design, change and transition management, and culture transformation.
- Must comply with all company policies and procedures, applicable laws, and regulations, including but not limited to, the Bank Secrecy Act, the USA PATRIOT Act, and the Office of Foreign Assets Control.
WHAT YOU WILL NEED TO SUCCEED
Experience
8 years of progressive responsibility in organizational development and learning development; and staff & management development that have demonstrated impactful outcomes, plus 2 years’ supervisory experience. Experience with a variety of methods for learning delivery; and experience with a range of different assessment and training frameworks, tools, and programs. Demonstrated experience and aptitude for organization design, organization effectiveness, leadership development, and change management to support a high performing organization and culture.
Education / Certifications / Licenses
This level of knowledge is acquired through completion of a required Bachelor’s degree in Organizational Development, Industrial Psychology, or related degree required. Certification or experience delivering personality-based tools (CliftonSttrengths, DISC, etc.) is preferred. Must have and maintain a valid driver's license.
PREFERRED SKILLS
INTERPERSONAL SKILLS
COMPETENCIES
ADA REQUIREMENTS
Physical Requirements
Working Conditions
Mental and/or Emotional Requirements
ACKNOWLEDGEMENT
Nothing in the position description restricts management’s right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This Job description is not a contract and should not be constructed as a guarantee of employment for any period of time. Interra Credit Union is an Equal Opportunity Employer and does not discriminate against employees or applicants based on race color, religion, sex/gender, national origin, disability, age, or any other category protected by law.