Organizational Development Program Manager

JOB TITLE: Organizational Development Program Manager

Location: North Fort Myers, FL

Work Hours: 8:00 to 5:00; Monday through Friday

LCEC provides reliable, cost-competitive electricity to more than 242,000 customers throughout a five-county service territory located in Southwest Florida. We employ approximately 450 skilled employees and are one of more than 900 electric distribution cooperatives located throughout the United States. LCEC has been recognized locally and statewide as an industry leader and continually receives acknowledgment for the work that our employees do in the community along with other civic, environmental and professional honors.

Our benefits include:

• Company-wide annual incentive plan
• Medical, vision and dental insurance
• 401(k) plan with a generous 6% company match
• Company funded Pension Plan
• On-site wellness/medical facility
• Company paid Short- & Long-Term Disability insurance
• Health Savings Account with an employer contribution
• Flexible Spending Accounts
• Paid time off and paid holidays
• Wellness program with financial rewards
• Tuition reimbursement
• Group life insurance
• Critical Illness and Accident Insurance

Organizational Development Program Manager Position Summary: The Organizational Development Program Manager partners with leadership, Human Resources and employees to assess, design and implement organizational development programs, processes and training initiatives to support organizational strategies. This position creates programs in response to company needs for leadership development, succession readiness, and career development and partners with technical trainers in various departments and divisions to ensure the company's overall training initiatives support the changing needs of the business. All work is performed under the guidance of the HR Director.

Organizational Development Program Manager Position Responsibilities

• Assist in the development of short- and long-range organizational workforce development and training activities with key stakeholders to include Human Resources Director, HR Business Partners and other Directors within the organization.
• Work with Executive Leadership, HR and other teams to design, implement and facilitate programs to protect the strengths of the existing culture while supporting efforts to enhance and refine cultural areas for improvement.
• Plan, coordinate and implement learning programs that aim to attract, develop and manage the organization's talent.
• Manage company succession plans, work with leadership and HR Business Partners to ensure the organization is well positioned for short term and long-term management and leadership vacancies.
• Develop and implement workforce developmental programs to support succession needs. Promote and support career development and achievement with employees, as well as administering related programs and initiatives.
• Coach leaders and HR Business Partners to successfully have ongoing, developmental focused performance conversations with their employees, teams and internal customers
• Assess the organization for developmental gaps; identify, recommend and procure necessary resources to address such gaps.
• Review existing training programs and suggests enhancements and modifications to improve engagement, learning and retention and/or to meet the changing needs of the organization or industry.
• Coordinates and directs all learning initiatives through departments with HR Business Partners and technical trainers.
• Ensure that the organization's Learning Management System (LMS) is fully utilized and contains the most effective and suitable content for business needs.
• Develop and facilitate an organizational mentoring program to increase employee effectiveness and satisfaction and to provide opportunities to share knowledge and experience.
• Develop evaluation surveys to determine and report on program effectiveness and value; provide reports on program effectiveness
• Monitor progress of development goals with individuals and teams.
• Conduct periodic stay interviews with employees throughout the organization and use feedback to identify areas in need of improvement; work with supervisors, managers and directors to implement appropriate changes.
• Administer and review DISC assessments, aid supervisors with evaluation of performance and coaching conversations.

Education

• Bachelor's Degree Business Administration, Organizational Development, Human Resources or related field (Required)

Knowledge, Skills, and Abilities

• Business Acumen and the ability to understand how learning connects to organizational results (Required)
• Ability to implement current technology to provide training efficiently and cost effectively; adept with a variety of multimedia training platforms and methods (Required)
• Ability to develop a needs analysis and proactively take measures or create plans to meet business needs (Required)
• Excellent verbal and written communication skills; strong presentation skills (Required)
• Ability to build consensus and use influence to achieve positive outcomes (Required)

Licenses and Certifications

• PHR or SHRM-CP (Preferred)
• Certified Professional in Learning and Performance (CPLP) (Preferred)

Physical Demands and Working Environment: The physical demands and working environment characteristics described here must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Physical Demands: Standing Frequently,
  Walking Occasionally,
  Sitting Frequently,
  Lifting Rarely,
  Carrying Rarely,
  Pushing Rarely,
  Pulling Rarely,
  Climbing Rarely,
  Balancing Rarely,
  Stooping Rarely,
  Kneeling Rarely,
  Crouching Rarely,
  Crawling Rarely,
  Reaching Rarely,
  Handling Occasionally,
  Grasping Occasionally,
  Feeling Rarely,
  Talking Constantly,
  Hearing Constantly,
  Repetitive Motions Frequently,
  Eye/Hand/Foot Coordination Frequently

• Working Environment: Frequently Air-conditioned office environment, N/A Extreme cold, Rarely Extreme heat, Rarely Humidity, N/A Wet, Rarely Noise, Rarely Hazards, Rarely Temperature Change, Rarely Atmospheric Conditions, Rarely Vibration.

STORM DUTY REQUIREMENTS.... Responding to storms will be considered a condition of employment: LCEC provides critical services to our community during an emergency. Employees are required to participate in the response/recovery activities related to emergencies/disasters to maintain service to our LCEC members. Employees are required to work in their normal job duties or other assigned activities. Proper compensation will be made in accordance with the company's guidelines and procedures.

Please note that at the time a candidate is made a job offer, the candidate will be subject to a background check and a drug screening.