Position Title: Organizational Development & Learning Manager
Supported by: Vice President of Human Resources
FLSA Status: Exempt, Full-Time
Our Story:
Food Bank for the Heartland has connected our communities with food, resources, and hope since 1981. The fight against hunger is our ongoing, collaborative effort. We work with individuals, organizations, food manufacturers and distributors, grocery stores, the USDA, and Feeding America to procure food and purchase food to supplement donations. Through the collective power of our leadership, employees, partners, volunteers, and donors, we can reach more communities, serve more people, and address food insecurity more directly and effectively. As new needs arise, we are ready.
Our Philosophy: Every service we provide, program we offer, and decision we make is rooted in our core Mission, Vision, and Values.
In Short:
The Organizational Development & Learning Manager serves as Food Bank for the Heartland's champion for organizational capability, workforce development, and continuous learning. This role leads the design, implementation, and continuous improvement of learning and organizational development initiatives that strengthen leadership effectiveness, employee performance, career growth, compliance education, and long-term workforce readiness.
Reporting to and supported by the Vice President of Human Resources, this position translates the organization's people strategy into practical learning experiences, leadership programs, performance resources, career pathways, and organizational development solutions that equip employees and leaders to succeed today while preparing the organization for tomorrow.
Serving as Food Bank for the Heartland's Curator of Learning, this role continuously researches, evaluates, develops, and connects employees with innovative learning opportunities, strategic partnerships, emerging technologies, and high-quality external resources that expand organizational capability while maximizing responsible stewardship of organizational resources.
Working collaboratively with leaders across the organization, the Organizational Development & Learning Manager assesses workforce capability needs, supports organizational change, strengthens leadership practices, and fosters a culture where continuous learning, knowledge sharing, and professional growth drive organizational excellence and mission success.
Your Mission: - Organizational Capability & Learning Strategy: Building the knowledge, skills, and capabilities employees and leaders need to perform effectively, adapt confidently, and advance the organization's mission.
- Develop, implement, and continuously improve organization-wide learning initiatives that support the learning strategy established by the Vice President of Human Resources while aligning with organizational priorities and workforce needs.
- Assess organizational strengths, workforce capability gaps, and emerging learning needs through leader consultation, employee feedback, performance trends, workforce data, and organizational priorities.
- Translate identified capability gaps into practical, scalable learning solutions that prepare employees and leaders for current responsibilities and future organizational needs.
- Design, develop, and deliver scalable learning experiences that strengthen job knowledge, communication, collaboration, accountability, and individual and team performance across administrative, operational, in-person, hybrid, and remote work environments.
- Partner with department leaders and subject-matter experts to develop technically accurate, operationally relevant, and mission-aligned learning content.
- Develop annual learning implementation plans, program roadmaps, and project priorities aligned with the strategic direction established by the Vice President of Human Resources.
- Promote shared responsibility for development by equipping employees and leaders with tools to identify learning needs, create development goals, and apply learning on the job.
- Develop scalable, role-based learning pathways, structured development journeys, and professional growth resources that support employee effectiveness, career advancement, internal mobility, and long-term workforce sustainability.
- Partner with organizational leaders to identify cultural capability needs, cultivate critical thinking, and build development strategies that strengthen workforce readiness and organizational resilience.
- Champion a culture of continuous learning by fostering curiosity, adaptability, innovation, and personal accountability for growth throughout the organization.
- Serve as Food Bank for the Heartland's Curator of Learning by continuously researching, evaluating, and recommending innovative learning resources, instructional technologies, and workforce development practices that strengthen employee and leadership capability.
- Develop and maintain strategic partnerships with nonprofit organizations, educational institutions, workforce development agencies, professional associations, technology providers, and community partners to expand access to high-quality, low-cost, or no-cost learning opportunities.
- Evaluate and coordinate participation in external learning opportunities, including certifications, conferences, webinars, communities of practice, online learning platforms, and collaborative development programs, to maximize organizational capability and responsible stewardship of development resources.
- Measure learning effectiveness through participant feedback, knowledge acquisition, behavioral application, performance outcomes, workforce analytics, and organizational-impact measures, using results to continuously improve programs and development investments.
- Lead the development of workforce development and internship programs that support organizational workforce planning, expand talent pipelines, create meaningful learning experiences, and strengthen Food Bank for the Heartland's long-term workforce sustainability.
- Serve as a trusted organizational development resource by assessing workforce capability needs and recommending learning and development solutions within the scope of this role.
- Build trusted partnerships with leaders across departments to identify capability needs, distinguish between learning and non-learning performance challenges, and develop solutions that strengthen organizational effectiveness.
- Partner with leaders to distinguish among skill gaps, performance-accountability concerns, structural barriers, process breakdowns, communication challenges, and employee-relations matters before recommending the appropriate solution.
- Leadership and Talent Growth: Developing current and future leaders who advance our mission, values, and long-term success.
- Lead the implementation, administration, and continuous improvement of Food Bank of the Heartland’s leadership-development framework under the strategic direction of the Vice President of Human Resources, ensuring leadership development initiatives align with the organizational priorities.
- Design, facilitate, and continuously improve leadership-development programs—including Grow to Lead, Lead to Grow, and future initiatives—for emerging leaders, supervisors, managers, directors, and senior leaders.
- Build strategic relationships with external facilitators, nonprofit partners, educational institutions, and subject-matter experts to supplement internal learning programs and expand development opportunities for employees and leaders.
- Translate the organization’s leadership philosophy, competencies, and behavioral expectations into practical learning experiences, tools, and development resources.
- Create tiered development opportunities based on leadership level, role expectations, organizational priorities, and identified capability needs.
- Facilitate leadership development focused on communication, coaching, accountability, emotional intelligence, conflict resolution, decision-making, change leadership, performance management, and cross-functional collaboration.
- Collaborate with the Vice President of Human Resources to identify leadership capability gaps and establish targeted development plans and learning solutions.
- Support leaders in applying learned practices through facilitated discussions, practical assignments, peer learning, follow-up resources, and ongoing reinforcement.
- Develop manager toolkits, guides, templates, reinforcement resources, coaching tools, and peer-learning opportunities that strengthen consistency in leadership practices across departments.
- Equip leaders with practical facilitation techniques, coaching skills, and development resources that strengthen their ability to teach, mentor, and develop employees within their own teams.
- Coordinate, facilitate, and support leadership retreats, planning sessions, cohort programs, and targeted development experiences that address organizational and team needs.
- Foster peer-learning networks and leadership communities of practice that encourage collaboration, shared learning, and continuous leadership development across departments.
- Continuously refine leadership-development pathways using participant feedback, leadership-readiness indicators, succession needs, and organizational priorities to strengthen internal leadership pipelines and long-term organizational continuity.
- Performance Enablement & Accountability: Connecting clear expectations, meaningful feedback, employee development, and organizational results.
- Support the implementation and continuous improvement of the organization’s performance management framework under the strategic direction of the Vice President of Human Resources.
- Develop and deliver learning resources, manager education, practical tools, and job aids that support the organization's performance management framework, including goal setting, performance conversations, documentation, feedback, coaching, and employee development planning.
- Facilitate training for supervisors and managers on performance conversations, coaching, evaluation practices, accountability, and employee development.
- Support annual and periodic performance-review cycles through leader education, employee communication, system guidance, and process resources.
- Analyze recurring performance themes and partner with the Human Resources Manager to identify organizational learning opportunities, role clarity needs, leadership support, and process improvements that strengthen employee and organizational performance.
- Develop learning interventions and performance-support resources that address identified workforce needs while distinguishing between learning needs, accountability concerns, process barriers, role design, and employee relations matters.
- Promote a growth-oriented performance culture in which feedback, development, and accountability are ongoing rather than limited to annual evaluations.
- Assist leaders in creating individual development plans tied to performance expectations, career interests, and organizational needs.
- Measure whether learning interventions improve employee performance, leadership behavior, role clarity, and operational outcomes.
- Succession Planning, Career Pathways & Workforce Readiness: Preparing employees and leaders for future responsibilities while strengthening organizational continuity and internal mobility.
- Support the Vice President of Human Resources in implementing the organization's succession-planning and leadership-readiness framework.
- Coordinate talent-review processes, readiness assessments, succession documentation, development planning, and follow-up actions for identified leadership and mission-critical roles.
- Develop and implement individualized development plans, learning experiences, mentoring opportunities, stretch assignments, and readiness-building activities that prepare identified employees for future leadership and mission-critical roles.
- Partner with leaders to identify critical skills, future capability needs, and potential continuity risks within their departments.
- Maintain succession and development documentation in accordance with HR confidentiality and data-governance standards.
- Track leadership-pipeline indicators, internal promotions, readiness levels, development progress, and identified capability gaps.
- Support workforce readiness during leadership transitions, organizational growth, new role creation, departmental restructuring, and operational expansion.
- Develop competency-based career pathways and supporting resources that help employees understand the knowledge, skills, behaviors, experiences, and performance expectations required for career growth and advancement.
- Partner with the HR team to align external recruitment, internal development, succession planning, and workforce-readiness strategies.
- Compliance Education & Risk Prevention: Ensuring Employees understand the policies, responsibilities, and practices necessary to work safely, ethically, respectfully, and compliantly.
- Lead the administration, delivery, tracking, and continuous improvement of the organization’s compliance-education program under the policy and governance direction of the Vice President of Human Resources.
- Partner with the Vice President of Human Resources and the Human Resources Manager to translate policy, legal, safety, and regulatory requirements into clear and effective employee and manager education.
- Maintain responsibility for training administration and education while escalating policy interpretation, employment-law, investigation, and enforcement matters to the appropriate HR leader.
- Develop and maintain an annual compliance-training calendar aligned with legal requirements, organizational policies, Feeding America expectations, safety standards, and identified workforce risks.
- Maintain complete and audit-ready training records, completion data, certifications, acknowledgments, and supporting documentation.
- Monitor training completion and provide leaders with timely reporting regarding outstanding requirements and compliance risk.
- Develop, coordinate, and maintain required compliance education related to workplace conduct, harassment prevention, discrimination, retaliation, safety, ethics, confidentiality, emergency preparedness, data privacy, policy acknowledgments, and other organizational requirements.
- Partner with the HR leaders, operational leaders, safety leaders, IT, and subject-matter experts to translate policy, regulatory, operational, and organizational requirements into accurate, engaging, and practical learning materials, manager guides, employee resources, and knowledge checks.
- Develop targeted remediation or refresher training when audits, incidents, policy changes, performance trends, or regulatory developments identify a need.
- Ensure required training is delivered through appropriate methods, including instructor-led sessions, online modules, demonstrations, job aids, and hands-on learning.
- Evaluate whether compliance education is understood and applied—not simply completed.
- Escalate unresolved training-completion or compliance concerns to the appropriate HR leader.
- Learning Systems, Knowledge Management & Program Effectiveness: Leveraging technology, data, and accessible resources to strengthen workforce capability and organizational continuity.
- Serve as the primary administrator and functional owner of the organization’s learning management system and related learning technologies.
- Develop, organize, and maintain a comprehensive organizational learning and knowledge-management library that includes facilitator guides, manager toolkits, standard work, cross-training resources, institutional knowledge, recommended books, articles, podcasts, TED Talks, AI-enabled learning tools, videos, microlearning content, and other professional development resources.
- Partner with departments to identify critical knowledge that could be lost through turnover, retirement, leadership transition, or organizational change and develop appropriate knowledge-transfer solutions.
- Manage course assignments, curricula, learning paths, user access, completion records, certification tracking, system configuration, and reporting.
- Continuously evaluate emerging learning technologies, virtual collaboration platforms, instructional methods, AI-enabled learning tools, and digital engagement solutions that improve learning effectiveness, accessibility, and the learner experience for in-person, hybrid, and remote employees.
- Develop, maintain, and administer standards for learning-content ownership, course development, review cycles, version control, recordkeeping, accessibility, learner experience, and retirement of outdated materials.
- Develop dashboards and recurring reports that communicate participation, completion, compliance, capability development, leadership readiness, and program effectiveness.
- Develop, maintain, and administer learning metrics and evaluation methods using participant feedback, knowledge acquisition, behavior application, performance impact, and organizational outcomes.
- Use data to identify participation gaps, ineffective programming, recurring capability needs, and opportunities for improvement.
- Administer the approved learning and development budget by monitoring expenditures, managing vendor invoices, and providing budget recommendations to the Vice President of Human Resources.
- Evaluate external learning providers and recommend resources that align with organizational priorities, quality expectations, and fiscal stewardship.
- Ensure learning systems and records support audit readiness, compliance reporting, and long-term organizational continuity.
- Organizational Development, Change Support & Organizational Effectiveness: Strengthening teams, supporting change, and building the organizational conditions employees and leaders need to succeed and support the mission.
- Partner with the Vice President of Human Resources to implement organizational-development priorities related to role clarity, leadership consistency, team effectiveness, communication, workforce capability, and organizational readiness.
- Recommend, coordinate, and facilitate learning, leadership development, team development, and organizational effectiveness initiatives that address identified workforce and departmental needs.
- Assess leadership capability, workforce readiness, team effectiveness, and learning needs through leader consultation, employee feedback, engagement trends, observations, and performance indicators to identify organizational development opportunities.
- Support leaders during organizational change by identifying workforce impacts, capability needs, communication requirements, and reinforcement strategies that strengthen successful adoption.
- Conduct change-readiness assessments and develop learning, communication, and reinforcement resources that strengthen understanding, adoption, accountability, and long-term sustainability during organizational change.
- Partner with leaders to develop learning, communication, and engagement strategies that effectively support workforce collaboration across in-person, hybrid, and remote teams while strengthening organizational culture and connection.
- Facilitate cross-functional learning and improvement initiatives involving multiple departments and subject-matter experts.
- Establish and maintain partnerships with colleges, universities, technical schools, nonprofit organizations, and workforce development agencies to expand learning opportunities, internship experiences, and future talent pipelines that support Food Bank for the Heartland's mission and long-term workforce needs.
- Provide guidance and coaching to leaders regarding adult learning, team development, leadership capability, facilitation, and knowledge transfer.
- Promote effective onboarding, cross-training, knowledge transfer, role readiness, and organizational continuity through structured learning and development practices.
- Serve as a credible and collaborative representative of Human Resources while maintaining appropriate confidentiality, professional judgment, and alignment with HR governance.
- Lead assigned learning and organizational-development projects and provide direction, coaching, and support to cross-functional teams, facilitators, interns, subject-matter experts, and other project contributors who may not directly report to this position.
- Other duties that are entrusted within your scope of practice.
Knowledge, Skills, and Abilities: - Commitment to Food Bank for the Heartland's mission, vision, values, and culture of service.
- Advanced knowledge of adult learning principles, instructional design, facilitation methodologies, leadership development, organizational development, and workforce capability strategies.
- Demonstrated ability to assess organizational and learning needs and translate workforce priorities into practical, measurable learning and organizational development solutions.
- Knowledge of performance management, competency development, succession planning, career pathways, talent development, and organizational effectiveness practices.
- Demonstrated ability to evaluate learning and organizational development effectiveness beyond attendance and completion, including knowledge acquisition, behavioral application, leadership readiness, employee performance, operational outcomes, retention, and organizational impact.
- Demonstrated ability to research, evaluate, curate, and integrate innovative learning resources, emerging technologies, external partnerships, and workforce development opportunities that strengthen organizational capability while exercising sound fiscal stewardship.
- Strong presentation, instructional delivery, coaching, facilitation, and written communication skills with the ability to engage learners at all organizational levels.
- Advanced group facilitation skills, including the ability to lead leadership discussions, workshops, retreats, team development sessions, and cross-functional problem-solving conversations.
- Demonstrated ability to design, facilitate, and evaluate engaging learning experiences that effectively support in-person, hybrid, and remote employees through multiple instructional methods and technology platforms.
- Strong relationship-building, influencing, and collaboration skills with the ability to establish credibility and partner effectively with executives, managers, frontline employees, subject-matter experts, and cross-functional teams without direct authority.
- Demonstrated ability to support organizational change, new-system adoption, process implementation, and workforce transition through learning, communication, and change-support strategies.
- Ability to distinguish between learning needs, performance concerns, role clarity issues, process barriers, leadership challenges, and employee relations matters, and recommend appropriate learning and organizational development solutions within the scope of the role.
- Experience administering learning management systems (LMS), virtual learning platforms, learning technologies, and producing reliable learning, compliance, and workforce development reporting.
- Proficiency with Microsoft Office Suite, learning management systems, virtual collaboration platforms, survey tools, project management software, AI-enabled learning technologies, and other business productivity applications.
- Strong project management, organizational, and prioritization skills with the ability to manage multiple initiatives, stakeholders, timelines, and competing priorities simultaneously.
- Knowledge of employment-related compliance training requirements, workplace conduct standards, audit readiness, documentation practices, and organizational policy education.
- Ability to create psychologically safe, engaging, and inclusive learning environments while effectively facilitating discussions involving diverse perspectives, sensitive topics, and complex group dynamics.
- Strong judgment, professionalism, discretion, and the ability to maintain confidentiality while handling sensitive employee, leadership, and organizational information.
Your Story:
- Bachelor's degree in human resources, organizational development, adult education, instructional design, business administration, communications, psychology, or a related field is required.
- Minimum of three (3) years of progressively responsible experience in learning and development, organizational development, leadership development, talent management, training, human resources, adult education, or a related field.
- Demonstrated experience designing, facilitating, and evaluating organization-wide employee and leadership-development programs.
- Experience conducting organizational and learning-needs assessments and translating findings into practical development strategies.
- Experience administering or optimizing a learning management system or comparable learning technology.
- Experience supporting compliance training, performance management, succession planning, or career development initiatives
- Demonstrated success leading cross-functional projects and influencing leaders and stakeholders without direct authority.
- Prior people-management, coaching, mentoring, or program-leadership experience preferred.
- Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CPTD, APTD, or an instructional-design credential preferred.
- A combination of relevant education, professional certification, and substantial experience may be considered in place of a formal degree.
About The Team:
Everyone at Food Bank for the Heartland, from our administrative staff and warehouse employees to our team members working in partnerships in the various community locations, shares a common vision: to help eliminate hunger in our service area, one initiative, program, and thoughtful decision at a time. Our culture is committed to welcoming you to our table, supporting your passion and drive, and focusing on diversity, growth, and community involvement.
The Human Resources team is a strategic, service-centered department committed to advancing FBFH’s HR Mission: to strengthen our organization by cultivating a positive, equitable, and high-performing workplace where every employee feels valued, supported, and empowered to succeed.
The Human Resources team is guided and supported by the Vice President of Human Resources, who provides executive leadership, strategic direction, and oversight of the organization’s people strategy and HR operations. Within the HR Team are the Vice President of Human Resources, Human Resources Manager, Organizational Development & Learning Manager, and Human Resources Coordinator. Each role brings a distinct area of expertise while working collaboratively to deliver responsive HR services, strengthen organizational capability, support employees and leaders, and advance organizational priorities.
The Organizational Development & Learning Manager serves as the HR team’s lead resource for organizational learning, leadership development, performance enablement, career pathways, compliance education, learning systems, and change support. The role works closely with the Human Resources Manager, whose responsibilities include broad HR operations, employee relations, recruitment, benefits administration, policy implementation, and manager support.
Physical Demands
The physical demands of this position are consistent with those of a professional office, learning, and facilitation environment. This role requires the ability to sit or stand for extended periods; regularly use a computer, telephone, and other office technology; and communicate effectively in individual, group, virtual, and in-person settings. Responsibilities include facilitating meetings and training sessions, moving throughout office and operational environments, and occasionally setting up or transporting training materials and equipment.
The position may require standing for extended periods while facilitating learning sessions, walking throughout organizational facilities, and occasionally lifting or moving materials weighing up to 20 pounds. Periodic local and regional travel to Food Bank locations, community partners, conferences, training events, or other business-related meetings may also be required.
Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of this position, consistent with Food Bank for the Heartland's commitment to equal opportunity, accessibility, and inclusion.
Our Commitment to Equal Opportunity and Belonging
Food Bank for the Heartland is proud to be an equal opportunity employer. We welcome talented, compassionate, and mission-driven individuals from all backgrounds, experiences, and perspectives. We believe that a diverse workforce strengthens our organization, enhances innovation, and helps us better serve our communities.
Consistent with our values and applicable laws, Food Bank for the Heartland provides equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable federal, state, or local law.
Our Code of Conduct reflects our commitment to fostering a workplace built on respect, integrity, inclusion, accountability, and collaboration, where every employee is valued for the unique perspectives and experiences they bring to our mission.
Food Bank for the Heartland is committed to providing reasonable accommodations to qualified applicants and employees with disabilities throughout the hiring process and during employment. If you require a reasonable accommodation to participate in the application or interview process, please contact Amber Durr, Vice President of Human Resources, at adurr@foodbankheartland.org.
We support your well-being.
We’re committed to caring for the people who make our mission possible. Our benefits are designed to support your health, financial security, and overall well-being—both on and off the job. Here's a look at what we offer: - Comprehensive Health Coverage: Medical, dental, and vision insurance plans to help you and your family stay well.
- Retirement Planning: A 403(b) retirement plan with employer matching to help you plan for your future.
- Supplemental Protection: Life insurance, accidental death and dismemberment (AD&D), critical illness, and short- and long-term disability coverage.
- Generous Paid Time Off: Vacation, sick, personal, and holiday leave to recharge and rest.
- Employee Assistance Program (EAP): Free and confidential resources to support your mental health, emotional well-being, financial counseling, and more.
- Professional Growth and Development: Leadership development, career pathways, cross-functional learning, mentoring opportunities, online learning resources, and ongoing professional development designed to help you grow throughout your career.
- Wellness & Fitness Discounts: Employees enrolled in our Blue Cross Blue Shield medical plan have access to discounted gym memberships and fitness programs through Active & Fit Direct.
- Mission-Driven Culture: Join a collaborative, purpose-driven team where your work directly supports our neighbors facing hunger and creates meaningful impact across the communities we serve.
- An Inclusive Workplace: We are committed to creating a welcoming, respectful, and inclusive environment where every employee is valued, supported, and empowered to do their best work.
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