Manager, O&D, Learning

Advanced Energy Industries, Inc.; Mexicali; Presencial; MXN 1,440,000 - 1,981,000; Jornada completa

Descripción de la vacante

A global technology company based in Mexicali, Mexico is seeking a Manager, Organizational Development & Learning to drive performance, engagement, and organizational strategies. The ideal candidate will lead initiatives to enhance talent management and development while fostering a high-performance culture. Key responsibilities include partnering with senior leaders to implement effective strategies, ensuring alignment with organizational goals, and enhancing the Employee Value Proposition to attract and retain top talent.

Servicios

Professional development opportunities

Competitive salary

Comprehensive health benefits

Formación

• 5+ years of experience in HR operations, specifically in organizational development and talent management.
• Strong analytical skills to leverage data for talent and performance insights.
• Experience in driving cultural change in an organization.

Responsabilidades

• Lead the design and execution of organizational development strategies.
• Facilitate workshops to enhance alignment and performance across teams.
• Implement a compelling Employee Value Proposition for attracting talent.

Conocimientos

High-performance team building

Performance management

Talent management

Organizational development

Leadership coaching

Educación

Bachelor's degree in Human Resources or related field

Relevant certifications (e.g., SHRM, HRCI)

Descripción del empleo

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