organizational development manager

The Home Depot

<div>Position Purpose:
Partnering with business leaders and HR teams, the Manager, Organizational Development (OD) supports the design and implementation of OD solutions aligned to business strategy. Acting as an internal consultant, this role gathers and analyzes data to address gaps between current and desired organizational states, supports organization design initiatives, and helps manage change impacts and adoption efforts. On large scale initiatives, the manager works closely with OD Senior Manager(s), leading workstreams and bodies of work. The Manager independently leads small to mid-scale OD projects and facilitate post-implementation reviews and benchmarking to drive continuous improvement. 
 
Key Responsibilities:<ul><li>
30% - Organization Design &amp; Planning - Supports both large scale organizational design initiatives, leading workstreams, as well as leading small to mid-size initiatives. Scope of work includes team alignment, discovery (qualitative and quantitative analysis of structure, work, processes, etc.), stakeholder feedback, and design of future-state organizations. Supports benchmarking efforts by comparing organizational health to industry standards as well as a best-fit approach and recommending improvements. Drafts supporting materials, including organizational structures/charts, operating/governance models, and process maps.</li><li>
30% - Organizational Analysis &amp; Stakeholder Partnership - Partners with OD Senior Manager(s) to build strong relationships with business leaders and HR Business Partners. Serves internal stakeholders by developing a best fit approach to align evolving business strategies with our organizational structure, leadership, and culture to optimize organizational performance/effectiveness. Conducts analysis to understand the desired future state and success metrics and identifies best-fit OD solutions across structure, process, systems, and people. Designs and sometimes facilitates key events (e.g., workshops) to support leaders in achieving intentional alignment and planning.</li><li>
20% - Change Management &amp; Communications - Conducts change impact assessments and create communication plans and materials to support leadership and associate transitions. Coordinates with partner teams (e.g., learning, communications, compensation, talent acquisition) to ensure smooth implementation.</li><li>
20% - Implementation &amp; Adoption Support - Creates draft materials to support adoption of new structures and ways of working, via change integration support, leading workshops, and coordinating learning. Follows up on project success metrics post-implementation to ensure optimal adoption and partners with the business and HR Business Partners to make adjustments and plans as appropriate.</li></ul>
Direct Manager/Direct Reports:<ul><li>
This Position typically reports to the Senior Manager, Organizational Development</li><li>
This Position has 0 direct reports</li></ul>
Travel Requirements:<ul><li>
Typically requires overnight travel less than 5% of the time.</li></ul> 
Physical Requirements:
<ul><li>Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions, there may be a need to move or lift light articles.</li></ul> 
Working Conditions:
<ul><li>Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.</li></ul> 
Minimum Qualifications:<ul><li>
Must be 18 years of age or older</li><li>
Must be legally permitted to work in the United States</li></ul> 
Preferred Qualifications:
<ul><li>3 years&rsquo; experience in organizational design strongly preferred</li><li>
Prior experience in internal consulting or HR strategy roles</li><li>
Proven experience in change initiatives in complex, matrixed environments</li><li>
Strong facilitation, stakeholder engagement, and change management skills (e.g., PROSCI or similar)</li><li>
Experience gathering and synthesizing data to support informed decision-making</li><li>
Master&rsquo;s degree in Organizational Development, I/O Psychology, HR, Business, or related field</li></ul>
Minimum Education:
<ul><li>The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job</li></ul> 
Preferred Education:
<ul><li>The knowledge, skills and abilities typically acquired through the completion of a master's degree program or equivalent degree in a field of study related to the job.</li></ul> 
Minimum Years of Work Experience:<ul><li>
3</li></ul> 
Preferred Years of Work Experience:
<ul><li>3 - 5 years</li></ul>
Competencies:
<ul><li>Action Oriented</li><li>
Situational Adaptability</li><li>
Communicates Effectively</li><li>
Organizational Savvy</li><li>
Resourcefulness</li><li>
Strong business acumen</li><li>
Demonstrates a strong sense of urgency and the ability to quickly reprioritize in response to shifting business needs</li><li>
Ability to review qualitative and quantitative data to identify key themes</li><li>
Strong written and verbal communication skills and ability to tell a story through PowerPoint</li><li>
Ability to interact effectively with and influence executive leaders</li><li>
Strong project management skills; must have ability to initiate project plans with minimum guidance</li><li>
Discretion when handling confidential information</li><li>
Strong problem solving and critical thinking skills</li></ul></div>

Manager, Organizational Development - Technology, Product, Online, and Customer Experience

General Mills

<div>Job Description:
<div>
OVERVIEW</div><div>
We are seeking a Human Resources Manager for the Cedar Rapids, IA facility. We are searching for an individual who possesses a strong business mindset and exceptional partnership skills&mdash;which they rely upon to develop strategies for an innovative, flexible, and dynamic organization. The HR Manager role owns all business partner accountabilities including career development, training, performance management, and retention for employees. The HR Manager is responsible for leading the site&rsquo;s Labor Relations strategy and ensuring a culture of engaged employees.</div><div></div><div> 
The HR Manager is a critical member of the site leadership team which drives the strategy and direction for the site; the HR Manager plays a critical role in focus areas such as organizational design, employee career progression, recruiting, staffing, and capability building. This position leads an HR team of four members, of which two are direct reports.</div><div></div><div> 
Cedar Rapids is a high performing, union facility with ~750 employees that serves the Cereal, Meals &amp; Baking, and Snacks businesses. It is a 24x7, traditional 3 crew work system. The Cedar Rapids plant is an important part of the NAR network because of the products we produce. It is a vibrant environment working with a tremendous team solving complex issues and building / supporting a highly engaged workforce.</div><div></div><div> 
To learn more about our Cedar Rapids plant and the surrounding area click here!</div><div></div><div> 
KEY ACCOUNTABILITIES</div><div>
In this role you will provide HR leadership to the site, including:</div><ul><li>
Serve as a member of the site leadership team, partnering with cross-functional leaders to drive business performance using business acumen, strong HR knowledge, and change management expertise</li><li>
Lead through our plant values of Safety, Performance and Culture</li><li>
Manage the HR department with direct reports such as HR Business Associates, and indirect reports of HR Coordinator</li><li>
Support the plant&rsquo;s ongoing culture and performance improvement strategies</li><li>
Develop the capability of our plant technicians and technician team leaders through employee development, process improvement and work system evolution</li><li>
Partner with the Plant Manager to develop a high-performing site leadership team and engaging leaders at all levels</li><li>
Lead key HR initiatives in support of the organization including positive employee relations, workforce planning, succession planning and staffing</li><li>
Lead HR initiatives in partnership with HR COE specialists (i.e. Recruiting, Belonging, Compensation, Change Management)</li><li>
Provide individual coaching needs and identify training and development needs for teams</li><li>
Create a positive employee relations environment through close engagement and interaction with all employees across the site</li><li>
Support an ongoing effort of harmonious labor relations</li></ul><div>
MINIMUM QUALIFICATIONS</div><ul><li>
Bachelor&rsquo;s degree required</li><li>
5 years of related work experience required</li><li>
Experience leading and supporting strategic initiatives, influencing others, and driving results and significant change</li><li>
Previous people management experience</li><li>
Previous plant/manufacturing experience</li></ul><div>
PREFERRED QUALIFICATIONS</div><ul><li>
Masters in Human Resources/Industrial Relations or MBA preferred</li><li>
3-5 years of direct experience as an organizational practitioner of Continuous</li><li>
Improvement methods &amp; processes preferred</li><li>
Experience with high performance manufacturing team systems</li><li>
Proven experience working within a global function/matrix highly desired</li><li>
Strong data &amp; analytics orientation</li><li>
Previous labor relations experience</li></ul><div>
ADDITIONAL CONSIDERATIONS</div><ul><li>
International relocation or international remote working arrangements (outside of the US) will not be considered.</li><li>
Applicants for this position must be currently authorized to work in the United States on a full time basis. General Mills will not sponsor applicants for this position for work visas.</li></ul> 
<div></div>
Company Overview:
<div>
We exist to make food the world loves. But we do more than that. Our company is a place that prioritizes being a force for good, a place to expand learning, explore new perspectives and reimagine new possibilities, every day. We look for people who want to bring their best &mdash; bold thinkers with big hearts who challenge one other and grow together. Because becoming the undisputed leader in food means surrounding ourselves with people who are hungry for what&rsquo;s next.</div></div><div></div>

HR Manager, Cedar Rapids Plant

Riyadh Development Company | شركة الرياض للتعمير

<div>
 
 As the
 
 Human Capital Excellence Manager
 
 , you will lead the development and continuous enhancement of Riyadh Development Company&rsquo;s human capital frameworks, ensuring that organizational structures, policies, and people programs support the company&rsquo;s strategic objectives. You will play a critical role in driving organizational development initiatives, including job evaluation, job design, and the development of HR policies and processes that strengthen governance and operational excellence.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Lead organizational development initiatives including job evaluation, job design, and job architecture development to ensure alignment between organizational structure and business strategy.
 </li>
 <li>
 Develop and maintain HR policies, procedures, and governance frameworks to ensure consistency, compliance, and operational excellence across the organization.
 </li>
 <li>
 Design and improve human capital processes and standards, ensuring alignment with best practices in workforce planning, performance management, and organizational effectiveness.
 </li>
 <li>
 Oversee the design and implementation of learning and development programs to strengthen employee capabilities and leadership development.
 </li>
 <li>
 Drive talent management initiatives, including succession planning, leadership pipeline development, and talent development programs.
 </li>
 <li>
 Lead employee engagement and organizational culture initiatives to enhance collaboration, employee experience, and workplace effectiveness.
 </li>
 <li>
 Partner with leadership to implement organizational transformation and change management initiatives.
 </li>
 <li>
 Monitor and analyze workforce data, engagement metrics, and organizational insights to support data-driven human capital decisions.
 </li>
 <li>
 Ensure alignment between human capital frameworks and corporate strategy, supporting long-term organizational growth.
 </li>
 <li>
 Promote continuous improvement in HR systems, policies, and processes by incorporating international best practices.
 </li>
 </ul>
 
 
 
 
 
 Education &amp; Experience
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 Master&rsquo;s degree in Business Management preferred.
 </li>
 <li>
 +10 years of experience in human capital, organizational development, or HR strategy roles.
 </li>
 <li>
 Proven experience in organizational design, job evaluation, HR policy development, and people frameworks.
 </li>
 <li>
 Professional certifications such as CIPD, SHRM, or similar are considered an advantage.
 </li>
 </ul>
 
 
 
 
 
 Core Competencies
 
 
 <ul>
 <li>
 Organizational development and job evaluation methodologies
 </li>
 <li>
 HR policies, governance frameworks, and process design
 </li>
 <li>
 Talent management and leadership development frameworks
 </li>
 <li>
 Workforce analytics and data-driven HR decision-making
 </li>
 <li>
 Organizational change and culture transformation
 </li>
 <li>
 Stakeholder engagement and strategic HR advisory
 </li>
 </ul>
 
 
 
 
 
 Working at Riyadh Development Company
 
 
 
 Riyadh Development Company is committed to driving economic diversification and urban transformation in alignment with the Kingdom&rsquo;s strategic vision. Our people are central to our success, empowered by a leadership team that fosters transparency, trust, and accountability. We offer a dynamic environment where professionals contribute to pioneering projects that shape the future of real estate and infrastructure. Our focus is on enabling our people to thrive in an environment that encourages collaboration, innovation, and meaningful contributions to projects that shape the Kingdom&rsquo;s future.
 
</div>

Human Capital Excellence Manager

Airgas

<div>R10087570 Human Resources Manager (Open)
Location:
Carnegie, PA - Filling industrialColumbus, OH - Retail shop
<h2 class="jobSectionHeader">How will you CONTRIBUTE and GROW?
</h2>We are committed to building a diverse and inclusive workplace that embraces the unique perspectives of our employees, our customers, patients, community stakeholders, and cultures across the world. We believe that a variety of backgrounds makes our team stronger and more innovative.
<h1 class="jobSectionHeader"> 
At Airgas, we RESPECT , HONOR and VALUE diversity.
</h1><h1 class="jobSectionHeader">Airgas is Hiring for a Human Resource Manager in Pittsburgh PA or Columbus, OH!
</h1><h1 class="jobSectionHeader">We are looking for you!
</h1><ul><li>Hybrid schedule with up to 50% travel.
</li><li>Hands on training and career development.
</li><li>Comprehensive Family Benefits: Airgas offers a full benefits package designed to support your whole life, including Medical, Dental, Vision, Life, AD&amp;D, and Disability Insurance.
</li><li>Support for Parents: We offer a 14-week paid child birth benefit to support growing families.
</li><li>Future Security: 401(k) Retirement Plan with company match, Tuition Assistance, Paid Holidays, Vacation, and Sick time.
</li><li>Early Access: Your benefits start after just 30 days of employment
</li></ul>Recruiter: Abby Chroniger | abigail.chroniger@airliquide.com | (445) 289-1577
Airgas is looking for a HR Manager is dedicated to partnering with regional leadership teams and providing Human Resource guidance in talent acquisition, compensation, benefits administration, positive employee relations, labor relations, training, talent management, organizational development, HR Compliance, and special projects. The HR Manager is responsible for the coordination and harmonization of activities with HR specialists in Talent Acquisition, Compensation, Employee Relations, Labor, Benefits, Talent Management, Payroll, and HRIS. The HR Manager guides and brings to life change initiatives across the business related to talent and HR strategy.
<ul><li>Develops strong, trusted partnerships with business leaders, acting as an advisor and partner in the areas of organizational effectiveness, talent management, employee relations, performance, and development coaching.
</li><li>Facilitates the associate onboarding process , ensuring effective support by managers; works closely with hiring managers and Talent Management with a focus on successfully integrating and retaining associates.
</li><li>Partners with leaders to support the journey of the immersion process for new sales and operations associates with a focus on quickly developing them and ensuring meaningful contributions early on.
</li><li>Partners with Payroll and HR Coordinators for accurate and effective processing of all new hires, terminations, and personnel changes in a timely manner.
</li><li>Administers salary actions for assigned internal communities under the Division Compensation guidance. Ensure a fair and competitive wage structure. Lead annual salary review processes, coordinating with the HR Compensation group to ensure organizational consistency and provide feedback on employee satisfaction.
</li><li>Develops and facilitates performance calibration with regional management teams to ensure effective and consistent performance management systems are in place.
</li><li>Actively guides and engages employees in evaluation of the employee relations climate and implements solutions to issues that arise. Counsel employees and managers on career planning, building alignment , and work-related challenges. Conduct stay and exit interviews to evaluate work climates and morale. Conduct investigations as needed in an objective and supportive manner to determine growth-oriented solutions.
</li><li>Advises managers on performance management including appropriate coaching, training and development, and progressive support techniques. Review documentation to ensure consistency with Airgas policies and guiding principles .
</li><li>Administers all other HR policies and programs. Recommend and implement enhancements to policies and practices as needed. Ensure compliance with all state and federal statutes and regulations.
</li><li>Contributes actively to the development and implementation of overall HR strategy. Act as a catalyst for growth in identifying opportunities to improve workforce and HR process effectiveness to enable business strategy.
</li><li>In conjunction with the HR group, develops and delivers talent development and training assessments and programs to assigned customer groups.
</li></ul><h2 class="jobSectionHeader">________________________
</h2><h2 class="jobSectionHeader">Are you a MATCH?
</h2><h2 class="jobSectionHeader">Required Qualifications :
</h2><ul><li><h2 class="jobSectionHeader">A Bachelor&rsquo;s degree in Business, HR or related field.
</h2></li><li>5+ years of HR Generalist experience, with a focus on building trusted partnerships and supporting diverse teams.
</li><li>Understanding of HR principles and practices, employment laws and regulations, and effectively leading comprehensive ER Investigations.
</li><li>A track record of meaningful contributions in employee relations, talent management, or organizational development.
</li><li>Excellent communication and interpersonal skills , with the ability to nurture relationships at all levels of the organization.
</li><li>Demonstrated ability to be self-motivated while thriving in a highly collaborative environment.
</li><li>Experience in fostering collaborative labor relations; specifically within a unionized environment.
</li></ul><h2 class="jobSectionHeader">Preferred Qualifications :
</h2><ul><li>HR experience preferably within a p roduction and/or distribution environment .
</li><li>Professional certifications such as PHR or SPHR are welcomed and highly regarded.
</li><li>Familiarity with Workday or similar collaborative HRIS platforms to help us maintain accurate and transparent associate records.
</li><li>A track record of meaningful contributions in navigating complex organizational structures and building alignment across diverse internal communities.
</li><li>Must have excellent organizational and listening skills, paired with a talent for written and oral communication.
</li><li>The ability to effectively present and discuss information and respond to questions from employees and managers.
</li><li>Intermediate knowledge of MS Office applications including Word, Excel, PowerPoint and Outlook.
</li><li>A demonstrated ability to safeguard sensitive information and maintain the trust of our associates.
</li></ul>________________________
Benefits
We care about and support our Airgas Families. This is evident not only through our competitive compensation but also through a comprehensive benefits package that includes medical, dental, and vision plans, short-term and long-term disability, life and accidental death and dismemberment (AD&amp;D) insurance, Employee Assistance Program (EAP), pre-tax commuter transportation benefit, parental leave, vacation, sick time, floating holidays, jury duty and funeral/bereavement leave, and paid holidays for all eligible full-time employees.
Additionally, we offer our eligible employees a 401k plan with company matching funds, tuition reimbursement, discounted college tuition for eligible employees&rsquo; dependents, and an Airgas Scholarship Program for dependent children.
Associates who are members of collective bargaining units should review their bargaining agreement to determine whether they are eligible for some or all of the benefits described here and to see any special terms or conditions for eligibility.
_________________________
Your DIFFERENCES enhance our PERFORMANCE
At Airgas, we are committed to building a workplace that embraces the diversity of our employees, our customers, patients, community stakeholders and cultures across the world.
We welcome and consider applications from all qualified applicants, regardless of their race, gender, sexual orientation, religion, disability or any other protected characteristic. We strongly believe a diverse organization opens up opportunities for people to express their talent, both individually and collectively and it helps foster our ability to innovate by living our fundamentals, acting for our success and creating an engaging environment in a changing world.
_________________________
About Airgas
Airgas, an Air Liquide company, is a leading U.S. supplier of industrial, medical and specialty gases, as well as hardgoods and related products; one of the largest U.S. suppliers of safety products; and a leading U.S. supplier of ammonia products and process chemicals. Through the passion and diversity of its 18,000 associates, Airgas fosters a culture of safety, customer success, sustainability and innovation. Airgas associates are empowered to share ideas, take initiative and make decisions.
Airgas is a subsidiary of Air Liquide, a world leader in gases, technologies and services for industry and healthcare. Present in 60 countries with approximately 66,500 employees, Air Liquide serves more than 4 million customers and patients.
Join us for a stimulating experience: At Airgas, you matter and so does the work you do. As a member of our team, you play an important role in the success of your team, making sure our products are created sustainably and delivered safely and efficiently. In turn, you&rsquo;ll find a welcoming workplace where you&rsquo;re valued for who you are and where you can fill your potential while growing a fulfilling career &mdash; whatever path you choose.
_________________________
Equal Employment Opportunity Information 
 
We are an equal opportunity employer. We welcome all qualified applicants regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic.
Airgas, an Air Liquide Company is a Government contractor subject to the Vietnam Era Veterans&rsquo; Readjustment Assistance Act of 1974 and Section 503 of the Rehabilitation Act of 1973.
Airgas does not discriminate against qualified applicants with disabilities, and is committed to providing reasonable accommodations to the known disabilities of such individuals so as to ensure equal access to benefits and privileges of employment. If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact us by email at us-accommodationrequest@airgas.com.
_________________________
California Privacy Notice</div>

Human Resources Manager

M squared

<div>
 
 
 Job Purpose:
 
 
 
 To strategically lead the talent management function in alignment with the organization&rsquo;s vision and business objectives. This role is instrumental in embedding a high-performance culture, driving organizational capability, and shaping the employee experience. The Talent Management Assistant Manager works closely with leadership to manage performance frameworks, implement Balanced Scorecards, attract top talent, and drive continuous development and engagement initiatives. The role also contributes to workforce planning and succession strategies that ensure long-term business sustainability.
 
 
 
 
 
 
 Job Responsibilities:
 
 
 <ul>
 <li>
 Lead the organization-wide performance management strategy using Balanced Scorecards (BSC) to align individual and departmental goals with corporate objectives.
 </li>
 <li>
 Partner with senior leadership to translate business goals into measurable KPIs across departments.
 </li>
 <li>
 Oversee the full performance cycle, including cascading objectives, quarterly check-ins, and annual reviews.
 </li>
 <li>
 Analyze performance data to identify organizational trends, skill gaps, and business risks; provide strategic insights to management.
 </li>
 <li>
 Develop performance calibration processes.
 </li>
 <li>
 Collaborate with department heads to forecast talent needs, ensuring alignment with business growth and restructuring plans.
 </li>
 <li>
 Lead strategic sourcing initiatives to attract high-caliber candidates, leveraging data, employer branding, and university partnerships.
 </li>
 <li>
 Monitor and improve time-to-fill and quality of hire through dashboards and analytics.
 </li>
 <li>
 Lead high-impact internship programs and build long-term talent pipelines from top-tier institutions.
 </li>
 <li>
 Design and monitor an integrated onboarding experience that drives early engagement, productivity, and cultural alignment.
 </li>
 <li>
 Develop and implement strategic internal communication plans that reinforce business direction, culture, and leadership alignment.
 </li>
 <li>
 Lead company-wide engagement initiatives, such as pulse surveys, town halls, and cultural activation campaigns.
 </li>
 <li>
 Design and execute employee engagement events that drive collaboration, wellness, and retention.
 </li>
 <li>
 Lead the identification and development of high-potential employees and successors for critical roles.
 </li>
 <li>
 Contribute to the design of learning and development programs that support technical, leadership, and behavioral competencies.
 </li>
 <li>
 Maintain development records and track career growth progression to inform strategic HR planning.
 </li>
 </ul>
 
 
 
 
 
 Job Requirements:
 
 
 <ul>
 <li>
 Bachelor's degree in Business Administration or any related field (HR certification or diploma preferred).
 </li>
 <li>
 9&ndash;10 years of HR experience with a focus on talent management, performance strategy, and development.
 </li>
 <li>
 Solid experience implementing and managing Balanced Scorecards and organizational KPIs.
 </li>
 <li>
 Strong business acumen with the ability to align talent initiatives to strategic goals.
 </li>
 <li>
 Exceptional analytical and problem-solving skills with advanced Excel and HR systems proficiency.
 </li>
 <li>
 Proven track record in driving cross-functional initiatives and stakeholder alignment.
 </li>
 <li>
 Outstanding communication, influence, and change management skills.
 </li>
 </ul>
</div>

Talent Management Assistant Manager

KBR, Inc.

<div>
 
 Title
 
 
 
 Human Resources Manager
 
 
 
 Job Purpose
 
 
 
 Developing and implementing staffing and learning strategies, developing retention strategies, leadership and organizational development, talent planning, diversity, compensation management and delivery, performance management, workforce planning, increasing associate satisfaction and engagement.
 
 
 
 Key Accountabilities
 
 
 
 <ul>
 <li>
 Working in close partnership with the Company&rsquo;s HR dept. team to develop effective HR policies for Contractor.
 </li>
 <li>
 Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues.
 </li>
 <li>
 Monitor measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales.
 </li>
 <li>
 Contribute to the evaluation and development of HR strategy and performance in co-operation with the company maintenance team.
 </li>
 <li>
 Plan for employee&rsquo;s performance appraisal; develop tools for appraisal, job evaluation and development.
 </li>
 <li>
 Plan and direct for Training of employee.
 </li>
 <li>
 Liaise with other functional head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.
 
 
 </li>
 </ul>
 
 Education &amp; Experience
 
 
 
 <ul>
 <li>
 Bachelor Degree in HR management, Business Administration or equivalent.
 </li>
 <li>
 Minimum 8+years&rsquo; work related experience
 </li>
 <li>
 Experience in the following areas: human resources management, organizational development/change management, process improvement ,compensation, staffing
 
 
 </li>
 </ul>
 
 Skills Required
 
 
 
 <ul>
 <li>
 Well organized and proactive with excellent communication skills
 </li>
 <li>
 Proven leadership skills with large organizations
 </li>
 <li>
 Maturity of judgment under pressure and ability to resolve problems
 </li>
 <li>
 Strategic thinking, open to new ideas
 </li>
 <li>
 An ability to achieve business results working in a multi-cultural environment
 
 
 </li>
 </ul>
 
 R2102113
 
</div>

Chester County Intermediate Unit

<div></div><div><ul><div><div>JobID: 4248</div></div> 
<div><div>
Position Type: 
 Project Staff/Strategic Initiatives Manager 
</div><div>
Date Posted: 
 3/19/2026 
</div><div>
Location: 
 ESC 
</div><div>
Closing Date:
 
 04/03/2026</div><div> 
The Chester County Intermediate Unit (CCIU) currently has a vacancy for a Strategic Initiatives Manager within the Executive Directors Office of the Chester County Intermediate Unit. This is a 260-day position, based out of the Educational Service Center in Downingtown, PA. 
 
Are you motivated to create brighter futures for students, families, and the entire community? If so, we want you on Team CCIU! At the CCIU, we pride ourselves on the creativity, dedication, and collaborative spirit that our employees bring to their work every day, and we know that achieving success together takes a team approach! 
 
We strive to hire exceptional and passionate individuals that help us achieve our vision of acting as educational leaders who contribute to a better Chester County and beyond. If you are looking for an exciting, challenging opportunity to grow your career, don't wait  apply today to make Team CCIU even stronger tomorrow! 
 
Summary of Position: 
The Strategic Initiatives Manager serves as a primary force multiplier for the Executive Office and Cabinet. Operating at the intersection of high-level strategy and organizational experience, this cross-divisional coordinator ensures that major initiatives move forward with clarity, accountability, and momentum. This role exists to enhance the effectiveness of leadership by providing project infrastructure, facilitating coordination across divisions, and maintaining visibility into the status and health of critical organizational priorities. 
 
Quick Facts: 
Location: Based out of our Educational Services Center (ESC) at 455 Boot Road in Downingtown, PA 
Benefits Eligible: Yes 
Schedule: Monday  Friday 
Work Hours: 8 AM - 4 PM, 7.5 work hours + 30 minute unpaid lunch 
Exempt Status: Exempt position 
Salaried or Hourly: Salary 
 
Qualifications:</div><ul><li>
Education and Experience<ul><li>
Bachelor's degree required</li><li>
Master's Degree preferred but not required in one of the following areas:<ul><li>
Educational Leadership or Administration</li><li>
Organizational Leadership</li><li>
Public Administration (MPA)</li><li>
Business Administration (MBA)</li><li>
Organizational Development</li><li>
Systems Leadership or Strategic Leadership</li></ul></li><li>
Professional Certifications and Micro-Credentials (Preferred)- Candidate must be willing to acquire certifications and micro-credentials at the direction of the Executive Office.<ul><li>
Project Management Professional (PMP)  Project Management Institute</li><li>
Certified Associate in Project Management (CAPM)</li><li>
Agile Project Management Certification (PMI-ACP or equivalent)</li><li>
Certified Scrum Master (CSM) or comparable Agile certification</li><li>
Organizational Behavior Management (OBM) certification, coursework, or graduate-level training</li><li>
Change Management Certification (Prosci or equivalent)</li><li>
Strategy execution or strategic implementation certification</li><li>
Systems thinking, improvement science, or design thinking micro-credentials</li><li>
Executive facilitation or leadership team facilitation training</li></ul></li><li><div>
7-10 years administrative/project management experience or equivalent required. K-12 or higher education experience highly preferred.</div></li></ul></li></ul><div></div><div> 
Essential Job Responsibilities:</div><ul><li>
Project Infrastructure &amp; Framework Development<ul><li>
Partner with division directors to design project management frameworks tailored to their specific initiatives, including timelines, benchmarks, and accountability measures</li><li>
Develop and maintain project management tools and processes to track progress and manage deliverables</li><li>
Bring curiosity about the work of each division to inform practical, relevant project structures rather than imposing one-size-fits-all approaches</li><li>
Establish consistent practices for project documentation, status reporting, and risk identification across the organization</li><li>
Initiative Design: Serve as a &quot;thinking partner&quot; on the design, sequencing, and rollout of initiatives to ensure decisions land effectively with staff and partners.</li><li>
Mission Integration: Ensure a tight loop between the organization's mission/vision and day-to-day departmental work.</li><li>
Facilitation &amp; Design: Support the coordination of senior leadership development efforts through strategic framing and expert facilitation.</li></ul></li><li>
Strategic Foresight &amp; Risk Mitigation<ul><li>
Anticipate challenges and &quot;what-ifs&quot; that division directors may not have bandwidth to consider, expanding thinking around project planning</li><li>
Apply project management best practices to help leaders avoid common pitfalls and execute more effectively</li><li>
Identify when the organization is at risk of initiative overload and provide recommendations about prioritization</li><li>
Bring an enterprise perspective to help division leaders see how their projects connect to broader organizational goals</li><li>
Strategic Oversight: Maintain high-level visibility into timelines and interdependencies of initiatives across the organization without micromanaging daily tasks.</li><li>
Risk Mitigation: Identify potential overlaps, capacity concerns, or &quot;initiative overload&quot; early to protect organizational health.</li><li>
Prioritization Support: Assist the Executive Office in ranking work based on impact, ensuring resources are directed toward the most coherent goals.</li></ul></li><li>
Cross-Divisional Coordination, Professional Development &amp; Integration<ul><li>
Facilitate coordination meetings for major initiatives that span multiple divisions, ensuring all stakeholders understand dependencies and timelines</li><li>
Serve as the central point of contact for cross-divisional projects, maintaining visibility into how different workstreams connect and impact one another</li><li>
Identify potential conflicts, resource constraints, or timeline issues early and implement strategies to resolve them</li><li>
Ensure division leaders have the information they need from other parts of the organization to move their work forward</li><li>
Project Management Mentorship: Lead professional development sessions for team members across departments on modern project management frameworks and tools.</li><li>
Strategic Implementation: Train staff on how to operationalize the Strategic Plan, moving from high-level goals to measurable departmental actions.</li><li>
Skill Standardization: Develop and facilitate workshops on &quot;Visible Thinking,&quot; effective meeting design, and organizational initiative workflows to create a shared language of execution.</li></ul></li><li>
Timeline &amp; Deliverable Management<ul><li>
Track timelines and deliverables for major organizational initiatives, providing regular status updates to the Executive Office and cabinet</li><li>
Make informed recommendations about project sequencing and resource allocation based on organizational capacity and strategic priorities</li><li>
Hold division leaders accountable to agreed-upon deadlines and benchmarks through consistent follow-up and status monitoring</li><li>
Flag risks, delays, or emerging issues to leadership with sufficient lead time to course-correct</li></ul></li><li>
Cross-Department Integration &amp; Communication<ul><li>
Partner in Clarity: Act as a connector between departments to ensure a shared understanding of executive intent.</li><li>
Leadership Proxy: Serve as a trusted representative of the Executive Office, reinforcing messaging and decision-making in the absence of the Executive Director.</li><li>
Bridge Building: Navigate different departmental perspectives to resolve gaps and build organizational momentum.</li><li>
Human-First Lens: Apply an equity-centered lens to initiatives, ensuring employee wellbeing and family priorities are reflected in organizational expectations.</li><li>
Trust Monitoring: Act as an early indicator for leadership when misalignment or trust erosion may be occurring.</li></ul></li><li>
Executive Office Support<ul><li>
Provide the Executive Director with clear visibility into the status and health of major initiatives across the organization</li><li>
Prepare briefings and status reports that allow leadership to make informed decisions about priorities and resource allocation</li><li>
Serve as a thought partner to the Executive Office on project design and implementation approaches for new initiatives</li><li>
Support the translation of strategic priorities into actionable project plans with clear ownership and timelines</li></ul></li></ul><div></div><div> 
Essential Job Skills:</div><ul><li>
Language Skills<ul><li>
Strong organizational, time management, and administrative abilities with attention to detail.</li><li>
Ability to write routine reports and correspondence.</li><li>
Ability to speak effectively before groups of customers or employees of the organization.</li></ul></li><li>
Mathematical Skills<ul><li>
Ability to manage financial data and reporting.</li></ul></li><li>
Reasoning Ability<ul><li>
Strong analytical and problem-solving skills with high level of integrity and ability to maintain confidentiality.</li><li>
Ability to apply common sense understanding to carry out instructions furnished in writing, oral or diagram form.</li><li>
Ability to deal with problems involving several concrete variables in standardized situations</li></ul></li><li>
Other Skills and Abilities<ul><li>
Proficiency in Microsoft office suite of products</li><li>
Deep knowledge of project management frameworks, tools and best practices with ability to adapt them to education contexts.</li><li>
Translates complex project information into clear status updates; facilitates productive coordination conversations.</li><li>
Ability to develop effective working relationships with staff.</li><li>
Ability to communicate clearly and concisely, both orally and in writing.</li><li>
Ability to perform duties with awareness of all district requirements and Board of Education policies.</li></ul></li></ul><div></div><div> 
Salary Range</div><div>
Project Staff, Level 16, Exempt, Salary</div><ul><li>
2025-2026<ul><li>
$87,037 - $108,796 annually</li></ul></li><li>
2026-2027<ul><li>
$90,083 - $112,604 annually</li></ul></li></ul><div>
*Placement on level is based upon experience in a similar position* 
 
Project Staff Benefits:</div><ul><li>
Excellent medical, prescription, vision and dental coverage at minimal cost to employee</li><li>
If medical, prescription, vision and dental coverage is not needed, generous opt-out payments available</li><li>
1.5% of annual salary flexible benefit cash payment</li><li>
Life insurance in amount of 2.5x annual salary paid by CCIU</li><li>
Long-term disability insurance effective 31st day of illness/injury</li><li>
Retirement through PSERS, PA's Public School Employees Retirement System</li><li>
Worker's Compensation</li></ul><div></div><div> 
AR 
 
Equal Opportunity Employer 
Chester County Intermediate Unit is an Equal Opportunity Employer. Chester County Intermediate Unit ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation or disability. Chester County Intermediate Unit has a policy of active recruitment of qualified minority teachers and non-certified employees. Any individual needing assistance in making application for any opening should contact the Department of Human Resources at 484-237-5085.</div></div></ul></div>

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