Manager, Organizational Development
It's fun to work in a company where people truly BELIEVE in what they're doing!
We're committed to bringing passion and customer focus to the business.
Public Partnerships LLC supports individuals with disabilities or chronic illnesses and aging adults, to remain in their homes and communities and “self” direct their own long-term home care. Our role as the nation’s largest and most experienced Financial Management Service provider is to assist those eligible Medicaid recipients to choose and pay for their own support workers and services within their state-approved personalized budget. We are appointed by states and managed healthcare organizations to better serve more of their residents and members requiring long-term care and ensure the efficient use of taxpayer funded services.
Our culture attracts and rewards people who are results-oriented and strive to exceed customer expectations. We desire motivated candidates who are excited to join our fast-paced, entrepreneurial environment, and who want to make a difference in helping transform the lives of the consumers we serve. (learn more at www.pplfirst.com).
Job Summary
The Manager, Organizational Development is responsible for designing, implementing, and continuously improving organizational development, talent development, employee engagement, onboarding, employee listening, and learning initiatives. This role partners with HR Business Partners, Talent Acquisition, HR Operations, Communications, and business leaders to enhance employee experience, build organizational capability, and support business objectives.
Key Responsibilities:
Employee Engagement & Employee Listening
-
Manage the administration and execution of employee engagement surveys, onboarding surveys, pulse surveys, and other employee listening programs.
-
Analyze employee feedback and workforce data to identify trends, opportunities, and areas for improvement.
-
Develop reports, dashboards, and insights for HR and business stakeholders.
-
Present findings and recommendations to HR leaders, business leaders, and key stakeholders.
-
Support action planning efforts and monitor progress against engagement goals.
-
Identify workforce trends and recommend initiatives that improve employee engagement, retention, manager effectiveness, and employee experience.
Leadership Development & Talent Management
-
Support the design, implementation, and continuous improvement of leadership and manager development programs.
-
Coordinate and administer development offerings such as Leader Fundamentals, manager onboarding, and other leadership development programs.
-
Partner with HR Business Partners to identify organizational capability gaps and development needs.
-
Support talent review, succession planning, and talent assessment processes.
-
Recommend and support initiatives that strengthen internal talent mobility and career development opportunities.
-
Promote a culture of continuous learning, feedback, and professional growth across the organization.
Onboarding & Organizational Effectiveness
-
Manage and enhance onboarding programs and resources to support a positive new hire experience.
-
Coordinate ongoing improvements to onboarding processes, onboarding plans, and employee transition experiences.
-
Analyze onboarding survey feedback and organizational data to identify opportunities to improve workforce readiness, retention, and employee integration.
-
Partner with Talent Acquisition, HR Operations, and business leaders to support effective onboarding and employee transitions.
-
Support change management, culture, organizational effectiveness, and employee experience initiatives.
-
Contribute to projects that enhance workforce effectiveness and organizational performance.
Learning Solutions & Development
-
Partner with Learning Solutions and key stakeholders to support enterprise learning, leadership development, compliance training, new hire on-boarding, and learn