Organization & People Development Manager

POSITION SUMMARY:

The Organization & People Development Manager is responsible for designing, implementing and continuously improving strategies that strengthen F&M Bank’s effectiveness, leadership capabilities, and employee growth to drive a high-performing and inclusive culture. The role provides a range of internal consultation services directed at improving business results through talent acquisition and management, change management, organization design, performance management, culture alignment initiatives, and employee growth. Leads team members in talent/recruitment, learning and/or organization development.

OBJECTIVES OF THIS ROLE:

• Implement sustainable programs, with associated change management support, to continually improve HR processes, systems, structure, and culture including (but not limited to) hire to retire processes, career development frameworks, performance management, succession planning and other critical talent management needs. Monitor and measure the impact of interventions on staff performance, efficiency, employee retention, and engagement.
• Promote and encourage F&M culture, values and workplace excellence; promotes a highly engaged and productive work environment, where employees feel comfortable speaking up about issues and can realize their best lives.

RESPONSIBILITIES:

Organizational Development

• Assess organizational effectiveness, culture and structure; recommend improvements aligned to strategy
• Design, direct and/or facilitate change management initiatives, including communication and adoption planning
• Support workforce planning, succession planning and organization design efforts
• Analize engagement, performance and retention data to identify gaps and develop action plans
• Align strategic initiatives with best practices to foster workplace excellence and align with F&M brand promise and values
• Collaborate with Chief Marketing and Experience Officer and CPO to design, develop, deliver, and administer HR communications.
• Foster environment where programs and processes keep diversity, equity, inclusion and belonging top of mind. 

Talent and Leadership Development

• Work with Talent/recruitment staff to align workforce needs, use best practices to recruit and secure talent, manage position control and budgets, and highlight retention concerns
• Design and deliver leadership programs for all levels (emerging to executives), internally or with vendor partners
• Create learning pathways for critical roles and competencies
• Partner with leaders to assess skill gaps and build targeted development plans
• Coach leaders on performance management, feedback and employee development

Learning & Development

• Develop and manage learning strategies using blended approaches such as workshops, coaching, e-learning, on-the-job-training, mentoring
• Evaluate effectiveness of learning programs using metrics business outcomes
• Promote inclusive development practices and equitable access to opportunities
• Manage external vendors, facilitators and learning platforms in conjunction with respective team members
• Provide internal consultation for development programming to Retail Training team

Performance & Capability Building

• Administer and support performance management processes, including goal setting, development planning and calibration
• Embed continuous learning and growth mindset across the Bank

Stakeholder Partnership

• Serve as a trusted advisor to leaders on talent, culture and organizational health
• Collaborate with HR team member and external partners on talent management, engagement and retention strategies
• Keep senior leadership team apprised of insights and recommendations

LEADERSHIP:

• Provide leadership, performance and growth feedback to incumbents in Talent/Recruitment and L&D roles
• Promote and encourage F&M culture and values; promotes a highly engaged and productive work environment, where employees feel comfortable speaking up about issues and can realize their best lives.

 QUALIFICATIONS:

• Bachelor’s Degree from a four-year college or university required, master’s degree in OD, business, or related field preferred
• Minimum of 7-10 years of related experience supporting OD and talent management initiatives
• Minimum 3-5 years in a leadership/supervisory role building high performing teams
• Experience in data-driven talent and engagement analysis and planning
• Experienced Change Management Practitioner with Prosci certification preferred
• Predictive Index certification a plus
• Banking industry experience a plus

ADDITIONAL REQUIREMENTS: KNOWLEDGE AND SKILLS

• Proven record of implementing successful initiatives in organizational design, organizational development, change management, employee experience, and organizational culture
• Familiarity with project management approaches, tools, and phases of project lifecycles
• Consultive approach including excellent interpersonal communication skills, ability to listen well across a diverse set of opinions and viewpoints, and influence appropriate outcomes
• Data-driven approach diagnosing business problems, understanding insights, and designing impactful solutions
• Ability to recognize and manage through change resistance
• Excellent written/verbal communication skills
• Ability to effectively present information and respond to questions from various stakeholders including leadership, managers, and employee

COMPLIANCE:

• As generally applicable to F&M Bank and commensurate with these job functions, this job role includes accountabilities for following Bank policies and related procedures, as well as regulatory requirements involving federal and state laws, regulations, and related guidance.
• Compliance with Bank Secrecy Act (BSA), including accurate completion of Currency Transaction Reports (CTR) when applicable, Anti-Money Laundering Act (AML), Office of Foreign Asset Control (OFAC) and the USA PATRIOT Act. Adhere to Customer Identification, Customer Due Diligence and reporting of suspicious activities to the BSA Department.

EXEMPT/SALARIED COMPETENCIES:

• Job Knowledge: Understands duties and responsibilities, possesses necessary job knowledge and technical skills, maintains job knowledge current.
• Productivity: Manages a fair workload, volunteers for additional work, prioritizes tasks, develops good work procedures, manages time well, and handles information flow.
• Quality: Is attentive to detail and accuracy, is committed to excellence, looks for improvements continuously, monitors quality levels, finds root cause of quality problems, owns/acts on quality problems.
• Self-Development: Seeks out and accepts feedback, is a proactive learner, takes on tough assignments to improve skills, keeps knowledge and skills up to date, turns mistakes into learning opportunities.
• Adaptability: Ability to plan and organize work in new or changing situations, to apply self in emergencies and to respond to new procedures.