Tom Trese
PERFORMANCE AND ORGANIZATIONAL DEVELOPMENT MANAGER
Tom Trese, 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).
Learning Management Systems (e.g., Cornerstone, Moodle, SuccessFactors Learning, Litmos).
Performance & Talent Management Software (e.g., 15Five, Lattice, ClearCompany, BambooHR modules).
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.
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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).
Learning Management Systems (e.g., Cornerstone, Moodle, SuccessFactors Learning, Litmos).
Performance & Talent Management Software (e.g., 15Five, Lattice, ClearCompany, BambooHR modules).
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.
#J-18808-Ljbffr