Manager, Organizational Development and Change Management

ECPI University

Virginia Beach (VA)

On-site

USD 75,000 - 90,000

Full time

14 days+

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Benefits offered by this job

Tuition scholarship to employees and 1

Medical/dental plans

PTO & holidays

401(k) plan

Job summary

ECPI University is seeking a Manager of Organizational Development & Change Management to lead enterprise change initiatives and drive employee growth. This role partners with HR, IT, and academic leadership to implement strategies that improve readiness, adoption, and long-term outcomes.

The position oversees learning, onboarding, performance support, and change management practices to foster a high-performing, adaptable workforce aligned with the university's priorities.

Qualifications

Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or related field (Master's degree preferred).
5–7 years of progressive experience in Organizational Development, Learning & Development, HR or Change Management.
Experience leading enterprise-wide organizational change initiatives.
Knowledge of structured change management methodologies (Prosci ADKAR, Kotter or equivalent).

Responsibilities

Lead organizational development strategies to enhance leadership effectiveness and workforce performance.
Design and manage learning & development programs including leadership development and career development.
Oversee onboarding and orientation to ensure engaging transitions for new hires.
Plan and execute enterprise-wide change management initiatives across technology implementations and process improvements.
Coach leaders on change leadership, governance, and sustaining adoption.

Skills

Organizational Development

Change Management

Leadership Development

HRIS

Learning & Development

Project Management

Facilitation

Education

Bachelor's degree in HR/OD/Business/Psychology/Education

Tools

HRIS

LMS

Survey platforms

Job description

This is not a remote position. This position is based at our Virginia Beach, VA location.

Good Faith Pay Range: In accordance with Virginia law, the good-faith hourly pay range for this position is $75,000 - $90,000. Actual compensation will be determined based on the candidate's qualifications, education, experience, skills, and other legitimate business factors.

Transform your Career at ECPI University

Since 1966, ECPI University’s employees have been dedicated to helping students achieve their academic and career goals through our unique education model. Our culture is to prioritize our students’ success through the support of our dynamic team and industry focused curriculum.

ECPI University provides a stable work environment, with professional growth opportunities, and competitive benefits. If you are interested in joining us in making a difference in students’ lives, we would love to hear from you to discuss the opportunity.

Benefits Of Employment

ECPI University provides comprehensive benefits to full-time employees, some of which are highlighted below:

Tuition scholarship program available to full-time employees and their immediate family members after 90 days of employment
Competitive compensation and medical/dental benefit plans
PTO and holiday pay
401(k) participation with possible employer contributions
Part-time and Adjunct employees have a different list of benefits that can be provided when requested

Position Summary

The Manager, Organizational Development & Change Management is responsible for leading organizational development, learning, employee engagement, and enterprise change management initiatives that strengthen organizational effectiveness and support the university's strategic priorities. This role develops and implements programs that foster employee growth, leadership capability, engagement, and successful adoption of organizational change.

Serving as the university's primary resource for organizational change management, this position partners closely with HR Operations, Information Technology, academic and administrative leadership, and business stakeholders to develop change strategies that improve employee readiness, accelerate adoption of new processes and technologies, minimize organizational disruption, and sustain long-term behavioral change.

The Manager oversees learning and development, orientation and onboarding, performance management support, organizational effectiveness initiatives, and change management methodologies that create a high-performing, adaptable, and engaged workforce.

Key Responsibilities

Organizational Development

Develop and implement organizational development strategies that enhance leadership effectiveness, employee capability, organizational culture, and workforce performance.
Facilitate organizational assessments, team effectiveness initiatives, leadership workshops, and culture-building programs.
Partner with leaders to identify organizational capability gaps and recommend development solutions.
Support organizational design efforts and workforce planning initiatives aligned with institutional priorities.

Learning & Development

Assess university and departmental learning needs and implement comprehensive learning and development programs.
Design and manage leadership development, career development, and professional skills training initiatives.
Coordinate training delivery through instructor-led, virtual, e-learning and blended learning formats.
Evaluate learning effectiveness through participation metrics, feedback, knowledge assessments and business outcomes.
Maintain and optimize the Learning Management System (LMS) to support continuous learning and compliance.

Orientation & Onboarding

Oversee new employee orientation and onboarding programs to ensure an engaging and effective transition into the university.
Collaborate with HR Operations and hiring managers to continuously improve onboarding experiences.
Integrate institutional mission, values, culture and employee expectations throughout the onboarding journey.
Ensure onboarding supports employee engagement, productivity and long-term retention.

Organizational Change Management

Lead the planning and execution of organizational change management strategies for enterprise initiatives, including technology implementations, business process improvements, organizational restructures and strategic transformation projects.
Develop comprehensive change management plans including stakeholder analysis, change impact assessments, communication strategies, training plans, readiness assessments and adoption measurement.
Partner with executive leadership, project managers, HR and business leaders to integrate change management into strategic initiatives.
Identify organizational change risks and resistance points and develop proactive mitigation strategies.
Coach leaders and managers on effectively leading teams through change, building resilience and managing employee concerns.
Develop and manage a network of change champions across the university to support local adoption and reinforce organizational messaging.
Measure change readiness, adoption, utilization and overall effectiveness through surveys, focus groups and organizational metrics.
Recommend interventions to improve adoption, engagement and long-term sustainability of organizational initiatives.
Establish and maintain organizational change management standards, methodologies, templates and best practices.

Employee Engagement

Design and lead engagement initiatives that strengthen employee morale, satisfaction and retention.
Develop communication, recognition, wellness and inclusion strategies that foster a positive workplace culture.
Manage employee engagement surveys, analyze findings and partner with leadership to implement action plans.
Plan and coordinate employee recognition programs, events and internal engagement campaigns.
Promote a culture of continuous feedback, collaboration and employee involvement.

Performance Management & Talent Development

Partner with HR and department leaders to support the university's performance management process.
Train managers on effective coaching, goal setting, performance conversations, and employee development.
Analyze performance trends and collaborate with HR Operations to develop targeted development initiatives.
Support succession planning, leadership pipeline development and career pathing programs.

HR Partnership & Strategic Consulting

Serve as a strategic advisor to university leadership on organizational development and change management initiatives.
Partner with HR Operations, Information Technology and functional leaders to align organizational development strategies with institutional priorities.
Consult with departments on organizational effectiveness, employee engagement, leadership development and change readiness.
Ensure compliance with required training programs and professional development standards.

Analytics & Continuous Improvement

Track and report organizational development, learning, engagement and change management metrics.
Measure the effectiveness and ROI of development, engagement and change initiatives using quantitative and qualitative data.
Monitor employee adoption, change readiness, stakeholder engagement and organizational health indicators.
Utilize workforce analytics to identify trends and recommend continuous improvement strategies.
Stay informed on emerging trends, research and best practices in organizational development, leadership development and change management.

Qualifications

Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or related field (Master's degree preferred).
5–7 years of progressive experience in Organizational Development, Learning & Development, Human Resources or Change Management.
Demonstrated experience leading enterprise-wide organizational change initiatives.
Experience developing change management plans, communication strategies, stakeholder engagement plans, and leadership coaching.
Knowledge of structured change management methodologies such as Prosci ADKAR, Kotter or equivalent frameworks preferred.
Experience facilitating leadership development, organizational assessments and employee engagement initiatives.
Experience with HRIS, Learning Management Systems, engagement survey platforms and reporting tools.
Strong project management and organizational consulting skills.
Excellent facilitation, communication, presentation and relationship‑building abilities.
Ability to analyze organizational data and translate findings into actionable business recommendations.

Core Competencies