The core function of the Organizational Development Manager is to manage all aspects of organizational and workforce development utilizing HR Data Analytic Tools to measure effectiveness via:
Overseeing the development of training programs, facilitation of change management initiatives, and review of current development programs to ensure linkage to company goals. Develops programs to build human capital and a strong employee development culture by identifying, nurturing, and enhancing the skills, knowledge, and potential of employees within the organization. They will design and implement talent development programs, training initiatives, and career development pathways to help employees acquire new competencies, excel in their current roles, and prepare for future leadership positions. The Workforce Development Manager will play a pivotal role within the Human Resources (HR) team and foster a strong relationship the Plant Operations team by partnering with key stake holders to align employee growth with organizational goals, fostering a culture of continuous learning, and ensuring that the workforce remains skilled and adaptable in a rapidly evolving business environment.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Key Responsibilities:
Strategic Planning and Implementation:
- Identify and analyze workforce trends and skills gaps.
- Evaluate employee assessments to identify gaps in skills or knowledge and guide targeted training and development.
Program Design and Management:
- Design, implement, and manage comprehensive workforce development programs, including training, apprenticeships, and internships.
- Ensure programs meet industry standards and best practices.
- Identify individual learning initiatives to effectively facilitate an employee's career development to align with the career pathway goals of the company.
Partnership Development:
- Maintain a collaborative relationship with HR Team and Production Team to create and enhance workforce development initiatives.
- Collaborate with the Early Career Development Manager in navigating career paths and achieving workforce development goals.
- Develops and implements workforce and economic development engagement strategies for partnerships with businesses that align with Toyo's workforce.
Performance Management and Reporting:
- Develop metrics to assess the effectiveness of all workforce development programs.
- Establish ways to measure the overall training effectiveness of all training programs by monitoring and reporting on training data, metrics, and statistics.
- Prepare regular reports on program performance and impact.
Driving Employee Engagement:
- Level mentoring and coaching opportunities within each department.
- Promote and encourage core values (i.e. diversity, inclusion, and equity)
- Identify employees with high leadership potential mapping out career paths and growth opportunities.
LEADERSHIP RESPONSIBILITIES: Ability to lead, motivate, and manage a team of professionals effectively.
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.
- Bachelor's degree in Human Resources, Business Administration, Education, Public Administration, Social Work, or a related field is required. Master's degree or relevant certifications are a plus. Certifications (Preferred but not mandatory):
- Certified Workforce Development Professional (CWDP): Demonstrates a recognized standard of competence in the field.
- Project Management Professional (PMP): Indicates strong project management skills. Society for Human Resource Management (SHRM-CP or SHRM-SCP): Reflects a solid grounding in HR principles and practices.
- Minimum of 5 years of experience in workforce development, training and development, human resources, or a related field.
- Proven track record in designing, implementing, and managing effective workforce development programs.
- Experience working with diverse populations and understanding of the unique needs of different demographic groups within the workforce.
- Project Management: Proficiency in planning, executing, and managing projects to ensure they are completed on time and within budget.
- Data Analysis: Strong analytical skills to assess program effectiveness, interpret labor market data, and make data-driven decisions.
- Technology Proficiency: Familiarity with Learning Management Systems (LMS), workforce development software, and other relevant technologies.
- Knowledge of & ability to utilize Artificial Intelligence (AI) to ensure competitive edge in labor market is a plus
- Communication: Excellent verbal and written communication skills to interact with diverse stakeholders, including employees, management, partners, and community members.
- Collaboration: Strong ability to build and maintain relationships with key stakeholders, including educational institutions, employers, government agencies, and community organizations.
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Requirements:
- Strategic Planning: Ability to develop long-term strategies that align workforce development initiatives with organizational goals and labor market trends.
- Grant Writing and Management: Proficiency in identifying funding opportunities, writing grant proposals, and managing grant funds.
- Program Design and Evaluation: Expertise in designing, implementing, and evaluating workforce development programs to ensure they meet industry standards and best practices.
- Budget Management: Ability to develop and manage budgets for workforce development programs, ensuring cost-effective use of resources.
- Strong understanding of talent management principles, learning and development methodologies, and career development best practices.
- Demonstrated ability to design and deliver impactful learning experiences and development programs.
- Strategic thinking, analytical mindset, and ability to translate organizational goals into actionable initiatives.
- Proactive, results-oriented approach with a commitment to continuous improvement and innovation.
- Experience working with early career talent, interns, or entry-level employees is highly desirable.
- Familiarity with talent management software, learning management systems (LMS), and other HR technologies is a plus.
