Organizational Development Manager

Job description Amphenol is one of the largest manufacturers of interconnect products in the world. The Company designs, manufactures and markets electrical, electronic and fiber optic connectors, coaxial and flat-ribbon cable, and interconnect systems. The primary end markets for the Company's products are communications and information processing markets, including cable television, cellular telephone, and data communication and information processing systems; aerospace and military electronics; and automotive, rail, and other transportation and industrial applications. Amphenol Corporation is proud of our reputation as an excellent employer. Our main focus is to provide the highest level of support and responsiveness to both our employees and our customers, the world's largest technology companies. Amphenol Corporation offers the opportunity for career growth within a global organization. We believe that Amphenol Corporation is unique in that every employee, regardless of his or her position, can positively impact the business. Position: Manager of Organizational Development Location: Markham, Ontario Reports to: Director of HR POSITION SUMMARY: The Manager of Organizational Development will be responsible for designing, implementing, and overseeing strategies that drive performance, increase effectiveness, and enhance leadership capabilities of the Amphenol HSIO Business Unit. This position will lead initiatives focused on improving the overall performance and culture of the organization, ensuring alignment with Amphenol’s strategic goals. ATTRIBUTES: Curious- A natural inclination to seek deeper insights into why things work the way they do and how they can be improved. Asks probing questions to ascertain the root cause of issues. Adopts an investigative mindset, challenging assumptions, and uncovering hidden factors contributing to challenges. Continuous Improver- Committed to identifying and implementing incremental improvements to services, products, and processes Growth Mindset- Makes continuous efforts to learn and grow, because of their belief in the fact that abilities are not innate but can be cultivated with persistent effort. Effective Communicator- Exchanges information with clarity, empathy, and understanding. Listens actively showing a genuine interest in what the speaker is saying. Tailors message to audience for maximum impact. Strategic Thinker- The ability to envision long-term goals and proactively devise and implement innovative plans that align with the organization’s mission, fostering sustainable growth and success. People Oriented- Focused on building relationships and making those around them feel valued, included, and motivated at work. RESPONSIBILITIES: The Manager of Organizational Development’s responsibilities will include, but are not limited to: ACTIVITY Talent Management & Succession Planning

• Create and implement strategies for identifying, developing, and retaining top talent within the organization.
• Establish and manage succession planning processes to ensure leadership continuity and the development of future leaders.
• Lead talent review sessions to identify high-potential employees and create development plans to prepare them for future roles.
• Create and maintain a skills and competency matrix to ensure that employees’ skills align with organizational needs and address any gaps through targeted development programs.

Performance Management Program Development

• Develop comprehensive performance management frameworks that align employee goals with organizational objectives and drive overall effectiveness.
• Define and set measurable performance indicators for employees across different levels to ensure consistency, fairness, and alignment with business strategies.
• Regularly review and refine performance management processes to ensure they remain relevant, impactful, and aligned with evolving business needs.
• Provide coaching and resources to managers on effectively conducting performance reviews, giving constructive feedback, and fostering a culture of continuous improvement.

Organizational Structure Design

• Evaluate and ensure the organization’s structure supports efficiency, agility, and scalability.
• Lead the planning and execution of structural changes to improve team dynamics and operational efficiency.

Leadership Development

• Develop and implement leadership programs to identify and nurture future leaders
• Provide expert coaching and facilitation services to various leaders
• Conduct regular assessments to identify skill gaps and areas for development within the workforce.
• Collaborate with the Learning and Development Team to design and implement programs that address skill gaps and enhance employee competencies.

Change Management and Communications

• Develop and execute change management strategies that minimize resistance and enhance employee adoption of new processes and structures.
• Create and deliver clear communication plans to support organizational changes and ensure alignment across all levels of the organization.
• Assess the impact of change initiatives on employee morale and organizational effectiveness and make adjustments as needed.

QUALIFICATIONS:

• Bachelor’s degree in Organizational Psychology, Human Resources, Business Administration, or a related field. A Master’s degree in Industrial Psychology, Organizational Development, or Human Resources is highly desirable.
• Minimum of 7 years of advanced experience in organizational development, with a focus on leadership development, organizational health, and large-scale change initiatives.
• Experience in using psychological/psychometric assessments, data analysis, and strategic planning to improve workplace dynamics and talent management strategies.
• Strong commitment to fostering an inclusive work environment, enhancing psychological safety, and upholding principles of equity and diversity.
• Detail-oriented with strong organizational and project management skills

CORE COMPETENCIES Drives Results: Focuses on achieving organizational objectives by implementing performance management programs and driving key initiatives that lead to improved effectiveness and employee development. Manages Complexity: Effectively handles the complexity of organizational structure design, succession planning, and managing large-scale change initiatives across multiple departments. Ensures Accountability: Holds themselves and others accountable for meeting performance standards and delivering on organizational development programs, ensuring continuous improvement. Drives Engagement: Enhances employee engagement through tailored development strategies, performance management processes, and leadership programs that build a high-performing culture. Instills Trust: Establishes credibility and builds trust within the organization by being transparent, consistent, and fair.