Organizational Development Manager

Spring Hill, City of (TN); Spring Hill (TN); On-site; USD 90,000 - 99,000; Full time

Job summary

The City of Spring Hill, TN is seeking an Organizational Development Manager to design and coordinate citywide programs that strengthen leadership, learning, and workforce development.

Under the Human Resources Director, you will lead onboarding, succession planning, performance management, and employee engagement initiatives, partnering with departments to build career pathways and prepare for future challenges.

Qualifications

• Bachelor's degree in HR, Business Admin, Public Admin, Organizational Development, or related field.
• Five (5) years of progressively responsible experience in human resources, organizational development, learning and development, talent management, workforce development, or related field.
• OD-related certification preferred (ODCC, ODCP, SHRM-CP, SHRM-SCP, SPHR, or similar).
• 3-5 years specific practical experience in Organizational Development preferred.

Responsibilities

• Develop citywide leadership and employee training programs.
• Coordinate succession planning and career pathways.
• Lead employee engagement surveys and action planning.
• Support performance and talent management processes.
• Oversee onboarding programs and retention initiatives.
• Partner with departments on change management during growth.
• Design workforce planning aligned with city expansion.

Skills

HR principles

Organizational development

Adult learning

Facilitation

Employee engagement

Performance management

Workforce planning

Project management

Data metrics

Communication

Confidentiality

Microsoft Office

HRIS

Payroll systems

Applicant tracking

Education

Bachelor's degree

Tools

HRIS

Payroll systems

Applicant tracking

Job description

Under the general supervision of the Human Resources Director, the Organizational Development Manager develops and coordinates Citywide programs that support organizational effectiveness, leadership development, workforce development, employee engagement, and retention. Responsibilities include developing leadership and employee training programs, coordinating succession and workforce planning, supporting performance and talent management, enhancing employee onboarding and development, and implementing engagement and retention initiatives. The position partners with departments and City leadership to identify workforce needs, strengthen leadership capacity, develop career pathways, and support organizational change and continuous improvement. This position supports the City's strategic priorities by developing programs that build employee capabilities, strengthen the City's leadership pipeline, and prepare the organization for current and future workforce needs. The position reports to the Human Resources Director.

Learning & Development

• Create leadership development programs for supervisors, managers, and emerging leaders.
• Develop a citywide employee development strategy and annual training calendar.
• Oversee onboarding beyond day one, including 30/60/90-day integration programs.
• Coordinate succession planning for critical positions and retirement-risk roles.
• Develop career pathways, internal promotion frameworks, and internship programs, and build community partnerships that increase awareness of public‑sector career opportunities.
• Manage tuition reimbursement program effectiveness and employee development plans.
• Curate training content through HSI and other learning platforms.

Organizational Development

• Lead employee engagement surveys and action planning.
• Facilitate department culture assessments and improvement initiatives.
• Partner with departments on change management during growth and organizational transitions.
• Develop workforce planning strategies tied to rapid city growth.
• Support organizational design reviews as departments evolve.
• Establish competency models for key positions and leadership levels.

Performance & Talent Management

• Develop the performance management process and supervisor coaching practices.
• Create goal setting and development planning tools for employees.
• Develop methods to identify and develop employees for future leadership and critical‑role opportunities.
• Coordinate talent reviews across departments.
• Improve new supervisor training and accountability.
• Develop job buddy/mentorship/job shadow program.

Employee Experience & Engagement

• Expand employee recognition from events to a comprehensive recognition strategy.
• Lead employee appreciation, service awards, and engagement programming.
• Coordinate stay interviews to improve retention.
• Design employee wellness and resilience initiatives.
• Develop employee resource groups, mentorship programs, or peer networks.
• Improve communication and connection across departments.

Perform other related duties as assigned.

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field required.
• Five (5) years of progressively responsible experience in human resources, organizational development, learning and development, talent management, workforce development, or a related field.
• An equivalent combination of education and experience may be considered.

Knowledge, Skills & Abilities for Successful Job Performance:

• Knowledge of human resources principles and practices, including organizational development, adult learning/training, facilitation, employee engagement, performance management, workforce planning, project management, and data/metrics.
• Knowledge of applicable federal, state, and local employment laws and regulations.
• Skill in customer service, communication, organization, and maintaining confidentiality.
• Ability to interpret policies, prioritize work, maintain accurate records, and manage multiple projects simultaneously.
• Ability to establish effective working relationships with employees, applicants, supervisors, and the public.
• Proficiency in Microsoft Office Suite, HRIS/payroll systems, and applicant tracking software.

Additional Requirements:

• Valid driver's license.
• Successful completion of a background investigation.

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field required.
• Five (5) years of progressively responsible experience in human resources, organizational development, learning and development, talent management, workforce development, or a related field.
• An equivalent combination of education and experience may be considered.
• ODCC, ODCP, SHRM-CP, SHRM-SCP, SPHR, or other related certification preferred.
• 3-5 years specific practical experience in Organizational Development preferred.

Knowledge, Skills & Abilities for Successful Job Performance:

• Knowledge of human resources principles and practices, including organizational development, adult learning/training, facilitation, employee engagement, performance management, workforce planning, project management, and data/metrics.
• Knowledge of applicable federal, state, and local employment laws and regulations.
• Skill in customer service, communication, organization, and maintaining confidentiality.
• Ability to interpret policies, prioritize work, maintain accurate records, and manage multiple projects simultaneously.
• Ability to establish effective working relationships with employees, applicants, supervisors, and the public.
• Proficiency in Microsoft Office Suite, HRIS/payroll systems, and applicant tracking software.

Additional Requirements:

• Valid driver's license.
• Successful completion of a background investigation.

Physical Requirements:

• Work is performed primarily in a standard office environment.
• Requires prolonged periods of sitting, standing, walking, and computer use.
• Occasionally lifts and carries files or office materials weighing up to 10 pounds.
• Requires the ability to communicate effectively in person, by telephone, and electronically.

Working Conditions

Work is performed primarily in an office environment with frequent interaction with employees, retirees, vendors, and the public. The position requires maintaining confidentiality while responding to multiple priorities and occasional time‑sensitive issues.

Anticipated Hiring Range: $ 90147.00-$98,509.00

Equal Employment Opportunity Statement

The City of Spring Hill is an Equal Opportunity Employer and does not discriminate based on race, color, religion, sex, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable federal, state, or local law.

Reasonable Accommodation

The City is committed to providing reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act (ADA). If you require a reasonable accommodation during the application or selection process, please contact the Human Resources Department at [e-mail].

Job Description Disclaimer

This job description is intended to describe the general nature and level of work performed by employees assigned to this position. It is not intended to be an exhaustive list of all duties, responsibilities, or qualifications. The City reserves the right to assign, modify, or remove duties and responsibilities as operational needs require. Nothing in this job description creates an express or implied contract of employment. Employment with the City remains at will unless otherwise provided by applicable law or written agreement.