Enterprise Organizational Developement/Engagement Manager MRISpokane Tacoma, WA Job Details $120,000 - $160,000 a year 5 hours ago Qualifications Team leadership Data interpretation Meeting facilitation Root cause analysis Employee engagement Cross-functional communication Full Job Description

TALENT DEVELOPMENT & ORGANIZATIONAL EFFECTIVENESS MANAGER

This is a highly visible enterprise role for a strategic talent and organizational effectiveness leader who can translate business priorities into stronger performance, deeper engagement, and durable leadership capability. The Manager will help an expanding, change-intensive organization evolve the systems that enable people and teams to do their best work. What You Will Lead Enterprise talent strategy. Lead integrated talent, succession, and internal capability strategies that anticipate workforce needs, clarify talent gaps, and strengthen the organization's leadership bench. Performance management transformation. Play a central role in redesigning and improving the performance management approach so expectations, feedback, calibration, and growth conversations are practical, consistent, and business-relevant. Talent reviews and succession. Facilitate enterprise talent reviews and calibration conversations; equip executives and senior leaders to make better decisions about critical roles, successors, mobility, and development actions. Engagement and culture insights. Move beyond survey scores to identify the systems, habits, and behaviors behind employee experience. Translate data into focused interventions that improve discretionary effort, belonging, and retention. People readiness for change. Advance an adaptive approach to change by helping leaders and teams prepare for new ways of working, experimentation, growth, and evolving business conditions. Leadership and team capability. Partner with development specialists to deliver scalable leadership and professional development experiences; lead, coach, and develop the talent development team. Executive partnership. Build trusted, consultative relationships with senior leaders by connecting people strategies to the operational and commercial outcomes they need to achieve. How You Will Make an Impact You will join a team that is evolving established talent and organizational systems while supporting continued growth. The work is both strategic and hands-on: you will diagnose complex organization issues, facilitate high-stakes conversations, and turn insights into practical solutions that leaders can own. Bring an enterprise view to the interdependencies among performance, talent, succession, engagement, culture, and business outcomes. Use workforce, talent, and engagement data to surface the real drivers behind outcomes and recommend the right levers to address them. Create clear, disciplined processes and communications that make complex work easier for leaders and employees to understand and use. Challenge conventional HR approaches when needed, while applying sound judgment, experimentation, and a strong understanding of organizational systems. Champion a culture that values people, community, collaboration, and meaningful progress through change. What Success Looks Like In the first 12-18 months, success will include: A credible, trusted partnership with executives and senior business leaders grounded in business fluency and practical problem-solving. A clearer, more effective performance management approach that leaders can use consistently and employees experience as meaningful. Stronger talent review and succession practices, with better visibility to critical talent, talent gaps, and development priorities. More actionable engagement insights and interventions that address root causes—not just symptoms. A capable, engaged team delivering high-quality talent and development solutions at enterprise scale. What You Bring 10+ years of progressive experience in talent management, organizational development, organizational effectiveness, human resources, or a closely related discipline. Depth across multiple organizational systems—not solely leadership development—including talent management, succession, performance management, engagement, and culture. Experience working in a mid-sized or large, complex organization where scale, growth, and cross-functional partnership are central to the work. Demonstrated ability to facilitate talent reviews, calibration discussions, and executive-level working sessions with confidence and sound judgment. A strong record of using data, listening, and systems thinking to diagnose organizational challenges and drive measurable improvement. Business fluency and the ability to communicate in terms of priorities, trade-offs, and outcomes—not only HR programs or processes. Experience leading and developing professionals, and the ability to create focus, accountability, and growth within a team. Bachelor's degree in Human Resources, Organizational Development, Business, or a related field, or an equivalent combination of education and experience. Preferred Qualifications Experience in financial services or another regulated, operationally complex environment. Advanced degree and/or relevant professional certification (for example, SHRM-SCP, CPTD, or similar). Experience supporting significant growth, market expansion, integration, or enterprise transformation. Experience with workforce analytics, talent technology, and scalable learning platforms.