Compensation: $100,000 – $120,000 Per Year
Full Benefits: Yes
Relocation Expenses: Yes
Interview Expenses: Unspecified
Location: Little Rock, AR
Job Type: Direct Hire
Remote: No Remote
Total Openings: 1
Years Of Experience: 5 – 7 years

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, etc…) – for employee data, performance
management, and reporting.
 Learning Management Systems (LMS) (e.g., Cornerstone, Moodle, SuccessFactors Learning, Litmos) –
for training delivery, tracking, and compliance.
 Performance & Talent Management Software (e.g., 15Five, Lattice, ClearCompany, BambooHR modules)
– for goals, reviews, and feedback loops.
 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.