Senior Manager, Learning & Organizational Effectiveness

Woodard & Curran is offering an exciting opportunity to join our People & Culture team and play a pivotal role in shaping leadership capability, organizational effectiveness, and workforce readiness across the firm.

The successful candidate will be a strategic, people‑centered professional with the ability to design, implement, and evaluate enterprise learning and organizational effectiveness initiatives. Reporting to the Chief People Officer, you will own the strategy, design, and impact of learning, development, and OE programs that strengthen leadership practices, enhance team effectiveness, and support a high‑performance, people‑first culture. You will partner closely with Talent Partners and business leaders, equipping them with the tools, frameworks, and development experiences needed to lead well and grow their teams.

You will have the opportunity to shape firmwide systems and practices that build trust, accountability, stewardship, and growth. This role offers the ability to influence how leaders show up, how teams operate, and how our people prepare for the future. Woodard & Curran fosters a collaborative, employee‑owned environment where you will work across the organization to deliver scalable, consistent, and high‑impact solutions.

Who are we looking for:

We are seeking a leader who can design and deliver enterprise frameworks, programs, and interventions that Talent Partners can leverage across the firm. You will collaborate with partners at all levels—junior through senior leadership—to ensure our learning and OE strategies are aligned, effective, and grounded in human‑centric development. The ideal candidate brings deep experience in organizational effectiveness, leadership development, and modern learning practices, with a strong ability to translate strategy into practical, scalable solutions.

You will serve as a thought partner to Talent Partners and business leaders, helping them navigate organizational challenges, strengthen leadership capability, and enhance team performance. This role requires someone who can balance strategic vision with hands‑on design and delivery, ensuring our people systems and development experiences support a thriving, future‑ready workforce.

This role directly supports Woodard & Curran’s People Strategy, particularly:

• Culture & Empowerment – Equipping leaders and teams to operate with clarity, trust accountability and shared ownership.
• Growth, Learning & Careers – Building clear, practical development pathways that support performance and long term careers .
• Future‑Ready Organization, Technology & Succession – Developing capabilities, leadership agility and scalable systems to support growth and continuity.

Location: Remote or Hybrid. No preferred location other than in the continental US.

Travel: Yes, 20% based on learning programming, primarily in core offices across the U.S.

• Own and execute an enterprise learning and development strategy aligned with business priorities and the firm’s future capability needs.
• Design leadership and manager development experiences aligned to People Leader expectations, values, and employee‑ownership mindset.
• Develop scalable learning solutions that blend experiential, digital and on‑the‑job learning.
• Partner with Talent Partners to ensure learning solutions address real business needs.
• Translate identified skill and capability gaps into practical, embedded learning solutions.
• Continuously evaluate and refine learning effectiveness based on feedback, outcomes, and business needs.
• Work closely with HR Technology and Optimization leader to leverage technology for learning delivery and employee experience.

• Advise leaders on organization effectiveness, team health, and change leadership.
• In partnership with Talent Partners, diagnose organizational and team challenges using data, talent insights, leader input.
• Support change initiatives tied to strategy, growth, and operating model evolution.
• Design and facilitate targeted interventions that improve trust, alignment, and execution.
• Enable leaders with practical tools and frameworks to improve team effectiveness

• Partner with the Chief People Officer and Talent Partners to define and evolve enterprise career pathways, ensuring clarity, consistency, and relevance.
• Build clear, consistent development frameworks across technical, professional, and leadership roles.
• Ensure career pathways and skill expectations are actionable, relevant and widely adopted.
• Embed development into day‑to‑day work and performance conversations.

• Partner closely with the CPO, Talent Partners, and HR Business Partners to support enterprise and business‑unit succession planning efforts.
• Help define role‑critical capabilities, and leadership readiness criteria.
• Design development strategies for high‑potential and critical‑role talent
• Use talent review insights to inform learning and OE priorities.

• Establish and define success metrics tied to engagement, performance, and readiness.
• Leverage data, assessments, and learning technologies to measure impact.
• Continuously improve programs using insights and  external best practices

• Act as a trusted advisor to senior leaders, Talent Partners and CPO.
• Influence without authority in a matrixed, collaborative organization.
• Model company values and an employee‑ownership mindset in all interactions.
• Helps leaders prioritize effectively, challenge assumptions and move to action.

• Bachelor’s degree required; Master’s degree in Organization Development, Industrial/Organizational Psychology, Learning & Development, or related field preferred.
• 8–12+ years of progressive experience in learning, organization effectiveness, organization development, or consulting.
• Demonstrated experience designing and delivering leadership development, change initiatives, and OE interventions.
• Skilled facilitator with leadership teams and senior leaders.
• Experience in professional services, consulting, engineering, or similarly complex, project‑based environments strongly preferred.
• Strong systems thinking, data‑informed decision‑making, and practical problem‑solving capability.
• High credibility, strong communication skills, and comfort working with leaders across levels.