Crescent City Recruitment Group
PERFORMANCE AND ORGANIZATIONAL DEVELOPMENT MANAGER
Crescent City Recruitment Group, Little Rock, Arkansas, United States, 72208
Performance and Organizational Development Manager
Location: Little Rock, Arkansas Department: Human Resources Reports To: Head of Human Resources Job Summary The Performance and Organizational Development Manager is responsible for strengthening workforce capability, leadership effectiveness, and organizational design within a dynamic manufacturing environment. This role drives performance management systems, individual and team development initiatives, and culture-building efforts that align with production goals and employee ownership values. Acting as both a strategic partner and hands-on practitioner, the Manager ensures that training, succession planning, and organizational development programs support operational excellence, reduce turnover, and prepare the company for long-term growth. Key Responsibilities • Oversee and continuously improve performance management processes, including goal setting, feedback loops, and annual reviews. • Provide coaching to supervisors and managers on performance feedback and employee development practices as KRA's and IDP's. • Track and report on key performance indicators related to workforce productivity, quality, and engagement. • Assess organizational structures and recommend improvements that support efficiency and growth. • Build and manage succession planning frameworks to ensure continuity in critical leadership and technical roles. • Create and deliver leadership development programs for front-line supervisors and managers. • Establish Individual Development Plan (IDP) frameworks for technical experts and high-potential employees. • Implement cross-training programs that increase workforce flexibility and reduce operational risk. • Strengthen communication and accountability practices across teams. • Facilitate workshops, leadership forums, and development sessions to build alignment and collaboration. Success Indicators • Improved performance management consistency and results across the workforce • Stronger leadership bench and reduced risk of skill gaps in critical roles. • Reduced turnover and improved retention of skilled employees. • Increased internal promotions and career progression opportunities. • Positive impact on engagement and alignment of workforce development with operational performance. Qualifications • Bachelor's degree in Human Resources, Organizational Development, Industrial/Manufacturing Management, or related field (Master's preferred). • 5+ years of Organizational Development, Performance Management, or Human Resources experience in a manufacturing environment. • Familiarity with heavy industry processes strongly preferred. • Proven ability to design and deliver training programs and leadership development • Strong communication, facilitation, and coaching skills. • Data-driven approach to workforce metrics and ROI analysis. Core Competencies • HRIS / HCM Systems (e.g., ADP, UKG, Workday, Oracle, SAP, etc...) - for employee data, performance management, and reporting. • Learning Management Systems (LMS) (e.g., Cornerstone, Moodle, SuccessFactors Learning, Litmos) - for training delivery, tracking, and compliance. • Performance & Talent Management Software (e.g., 15Five, Lattice, ClearCompany, BambooHR modules) - for goals, reviews, and feedback loops. • Microsoft Excel (intermediate to advanced) - workforce analytics, dashboards, KPIs, training ROI, turnover tracking. • Microsoft Power BI or Tableau - for visual workforce and performance analytics. • HR/OD Metrics Dashboards - ability to build and interpret dashboards tied to productivity, quality, retention, and training. • Microsoft Office Suite - Outlook, Word, PowerPoint (polished presentations and reporting for leadership teams). • Collaboration Platforms (e.g., Teams, SharePoint, Slack) - for communication and resource sharing. • Project Management Tools (e.g., Smartsheet, Trello, Asana, MS Project) - for managing development initiatives and training rollouts Work Environment • Split between office and manufacturing floor. • Regular plant interaction; must follow all PPE and safety protocols.
Location: Little Rock, Arkansas Department: Human Resources Reports To: Head of Human Resources Job Summary The Performance and Organizational Development Manager is responsible for strengthening workforce capability, leadership effectiveness, and organizational design within a dynamic manufacturing environment. This role drives performance management systems, individual and team development initiatives, and culture-building efforts that align with production goals and employee ownership values. Acting as both a strategic partner and hands-on practitioner, the Manager ensures that training, succession planning, and organizational development programs support operational excellence, reduce turnover, and prepare the company for long-term growth. Key Responsibilities • Oversee and continuously improve performance management processes, including goal setting, feedback loops, and annual reviews. • Provide coaching to supervisors and managers on performance feedback and employee development practices as KRA's and IDP's. • Track and report on key performance indicators related to workforce productivity, quality, and engagement. • Assess organizational structures and recommend improvements that support efficiency and growth. • Build and manage succession planning frameworks to ensure continuity in critical leadership and technical roles. • Create and deliver leadership development programs for front-line supervisors and managers. • Establish Individual Development Plan (IDP) frameworks for technical experts and high-potential employees. • Implement cross-training programs that increase workforce flexibility and reduce operational risk. • Strengthen communication and accountability practices across teams. • Facilitate workshops, leadership forums, and development sessions to build alignment and collaboration. Success Indicators • Improved performance management consistency and results across the workforce • Stronger leadership bench and reduced risk of skill gaps in critical roles. • Reduced turnover and improved retention of skilled employees. • Increased internal promotions and career progression opportunities. • Positive impact on engagement and alignment of workforce development with operational performance. Qualifications • Bachelor's degree in Human Resources, Organizational Development, Industrial/Manufacturing Management, or related field (Master's preferred). • 5+ years of Organizational Development, Performance Management, or Human Resources experience in a manufacturing environment. • Familiarity with heavy industry processes strongly preferred. • Proven ability to design and deliver training programs and leadership development • Strong communication, facilitation, and coaching skills. • Data-driven approach to workforce metrics and ROI analysis. Core Competencies • HRIS / HCM Systems (e.g., ADP, UKG, Workday, Oracle, SAP, etc...) - for employee data, performance management, and reporting. • Learning Management Systems (LMS) (e.g., Cornerstone, Moodle, SuccessFactors Learning, Litmos) - for training delivery, tracking, and compliance. • Performance & Talent Management Software (e.g., 15Five, Lattice, ClearCompany, BambooHR modules) - for goals, reviews, and feedback loops. • Microsoft Excel (intermediate to advanced) - workforce analytics, dashboards, KPIs, training ROI, turnover tracking. • Microsoft Power BI or Tableau - for visual workforce and performance analytics. • HR/OD Metrics Dashboards - ability to build and interpret dashboards tied to productivity, quality, retention, and training. • Microsoft Office Suite - Outlook, Word, PowerPoint (polished presentations and reporting for leadership teams). • Collaboration Platforms (e.g., Teams, SharePoint, Slack) - for communication and resource sharing. • Project Management Tools (e.g., Smartsheet, Trello, Asana, MS Project) - for managing development initiatives and training rollouts Work Environment • Split between office and manufacturing floor. • Regular plant interaction; must follow all PPE and safety protocols.