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Manager, O&d, Learning
hace 4 semanas
The **Manager, Organizational Development & Learning**is a key HR leader and change catalyst responsible for partnering closely with leadership to build a high-performance organization.
This position leads the design and execution of strategies across, Organizational Development, Talent Management, Performance Management, Learning & Development, Employee Value Proposition activation, and Culture & Engagement for the Mexicali, Mexico site—with a clear focus on building the organizational capabilities needed to compete and win in a highly competitive environment
**responsibilities**
**Building High Performing Team**
- Partner with senior leaders and people managers to build and sustain high-performing teams that consistently deliver operational excellence and business results.
- Lead the continuous evolution of the performance management system into a strategic enabler of high performance, integrating clear expectations, real-time feedback, stretch goals, and continuous coaching.
- Instill a culture of accountability, ownership, and performance discipline by equipping leaders with the mindset and tools to set high standards, develop talent, and address underperformance effectively.
- Ensuring performance management is embedded into the daily rhythm of the organization, from goal setting to recognition and consequences, reinforcing the company’s commitment to results and values.
- Leverage performance and behavioral data to identify development needs, recognize top talent, enable talent movement, and inform succession decisions.
- Actively drive performance calibration sessions and leadership capability build to promote fairness, objectivity, and consistency across teams.
**Talent Management and Development**
- Support the site’s talent strategy, including succession planning, career pathing, talent reviews, and development planning—ensuring readiness of talent for critical roles and future business needs.
- Collaborate with management to identify emerging capability needs and proactively address them through targeted sourcing, development, and workforce planning strategies.
- Use talent analytics to track development progress and identify gaps in both leadership and technical capabilities.
**Organizational Development (OD)**
- In alignment with global Talent, OD, Learning, lead Organizational Development strategies that directly support the transformation toward Best-in-Class Manufacturing, with a focus on structure, agility, team effectiveness, and leadership alignment.
- Conduct organizational assessments, shopfloor diagnostics, and team effectiveness interventions to identify and close performance barriers at both strategic and operational levels.
- Facilitate cross-functional alignment workshops that drive clarity in goals, priorities, and roles across manufacturing and support teams.
- Build organizational resilience and change readiness by embedding structured change management, leadership sponsorship, and communications into all transformation and improvement efforts.
**Learning and Development (L&D)**
- In alignment with global Talent, OD, Learning, drive the Learning & Development roadmap focused on building technical depth, leadership strength, and behavioral capabilities needed to sustain a high-performance culture.
- Develop and implement learning programs tailored to shopfloor, engineering, and leadership levels to strengthen skills in Lean, Quality, Root Cause Analysis, Standard Work, and Problem-Solving.
- Regularly evaluate learning effectiveness and ROI, using performance metrics and feedback to drive continuous improvement in training design and delivery.
- Partner with operations to create capability-building pathways that directly support Manufacturing Excellence goals and drive measurable improvements in productivity, quality, and engagement.
**Employee Value Proposition (EVP)**
- Implement and embed a compelling Employee Value Proposition that supports the attraction, engagement, and retention of high-performing talent.
- Ensure the EVP is clearly reflected in talent touchpoints such as sourcing, onboarding, training, and development—especially for critical manufacturing and management roles.
- Collaborate with Talent Acquisition to position the EVP internally and externally, highlighting the company’s commitment to growth, innovation, and manufacturing excellence.
- Measure EVP effectiveness using talent acquisition data, retention rates, and employee experience insights, and adjust strategies accordingly.
**Culture and Engagement**
- Foster a high-performance, inclusive, and purpose-driven culture that empowers teams to take ownership and deliver world-class manufacturing outcomes.
- Design and implement engagement strategies that connect employees to the company’s vision of operational excellence, reinforcing behaviors such as quality ownership, continuous improvement, and accountability.
- Lead initiatives that drive cultural alignment on the shopfloor and in support function
