Director of Organizational Development

SUMMARY 

The Director of Organizational Development leads the design and execution of enterprise-wide talent strategies that strengthen Magnolia’s internal bench, accelerate employee growth, and build future-ready leaders. This role is responsible for driving succession planning, leadership development, and learning initiatives that shape Magnolia’s culture and overall organizational effectiveness. In addition, the Director oversees the recruiting team to ensure external hiring aligns with long-term workforce planning and internal mobility goals. This position requires a strategic, data-driven, and people-centered leader who can cultivate a culture of continuous learning, collaborate cross-functionally, and serve as a key architect of how talent is developed and deployed across the organization. The Director of Organizational Development works from Magnolia Headquarters in Waco, Texas, reports to the Vice President of People and Culture, and has supervisory responsibilities. 

 ESSENTIAL DUTIES AND RESPONSIBILITIES

• Lead the development and execution of enterprise-wide learning strategies to support employee performance, career growth, and leadership readiness* 
• Build and manage a framework for succession planning that identifies and develops high-potential talent across the organization* 
• Partner with leadership to define current and future capability gaps and design scalable development initiatives to close them 
• Develop and evolve training programs, including manager development and role-based learning, using data to ensure effectiveness and engagement* 
• Cultivate a culture of continuous learning through creative delivery methods including workshops, mentorships, e-learning, and experiential learning 
• Develop internal mobility strategies and tools that support employees in building careers within Magnolia 
• Design and track KPIs related to development program outcomes, promotion readiness, and internal talent movement* 
• Manage a high-performing recruiting team; ensure hiring practices align with internal succession plans and organizational needs* 
• Guide the use of recruiting metrics such as time-to-fill, quality of hire, and cost per hire, in the context of strategic workforce planning 
• Build and maintain strong relationships with external partners (e.g., universities, talent networks) to support long-term pipeline goals 
• Regularly analyze and report on talent development and succession data, identifying opportunities and recommending solutions to senior leadership 
• Perform other duties as assigned 

*Metrics evaluated on Performance Review 

COMPETENCIES 

• Teamwork: Foster a team environment supporting diversity, equity, inclusion, and belonging. Build a team that exemplifies Magnolia cultural and operating values. Lead department to ensure members are engaged and actively contribute. Mentor and develop managers to build a strong team environment. Teach and lead your team in identifying areas of strength and development to maximize team effectiveness. Ensure necessary training and tools are available for the professional development of the team. 
• Critical Thinking: Build and adhere to annual financial plans, metrics, budgets, and resource allocations to meet annual fiscal expectations. Utilize critical thinking and analytical skills to maintain the bottom line. 
• Expertise: Maintain a thorough understanding of your area and communicate the importance of accurate and timely work. Foster managers' abilities to lead and connect their employees with the resources and training needed. Lead by example. 
• Communication: Create a team environment of open communication. Encourage team members to share ideas, thoughts, and concerns. Utilize strong written and verbal communication skills to communicate with other leaders and employees across the organization. Discuss business strategy and provide clear direction. 
• Guest Focus: In all strategic and operating plans ensure a personalized and guest-centric experience is a top priority. Set the standard for this through exemplary leadership. 
• Strategy and Goal Setting: Approach change with positivity and curiosity, leading through ambiguity. Create quarterly and annual goals and establish metrics and actions needed to achieve success. Evaluate objectives and assess potential risks and make well-informed decisions that lead to growth and align with organizational goals and values. 
• Hard skills: Proficiency in Microsoft Office suite and demonstrated experience in developing and executing recruiting strategies and a strong knowledge of training and development best practices and instructional design.  

 

ELIGIBILITY QUALIFICATIONS 

• Bachelor's degree from a 4-year college or university focus on human resources, business administration, or a related field preferred 
• 5+ years of related work experience OR an equivalent combination of education and experience preferred 
• 5+ years of managerial experience preferred 
• Experience in negotiation, contract review, and strategic sourcing required 

PHYSICAL DEMANDS 

While performing the duties of this job, the employee is regularly required to sit; use hands and arms to reach, handle, feel; utilize fine motor dexterity of fingers; talk or hear and taste or smell. The employee is frequently required to stand and walk. The employee is frequently required to climb or balance and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds, and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

WORK ENVIRONMENT 

While performing the duties of this job, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate.   

ACKNOWLEDGEMENTS  

Magnolia is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances. 

This job description has been designed to indicate the general nature and level of work performed by an employee in this classification. It is not to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications of employees assigned to this job. Management has the right to add to, revise, or delete information in this description at any time.