Job Locations:
Raleigh, NC
Charlotte, NC

Job Description

Team Member will need to be located in Raleigh, NC or relocate. Hybrid work arrangement required.

Sr Manager, Organizational Development – Career Architecture

The Sr Manager, Organizational Development for Career Architecture provides expertise in the development of a career framework and critical experiences model, including processes, training, tools and technology integration in alignment with Advance’s strategic talent priorities.  This includes, but not limited to the following – skills taxonomy development, skills maps by role/level, critical experience frameworks, rotation program development and configuration and deployment of Workday Skills Cloud.  This role will partner with leaders across the organization to accomplish these goals.

The incumbent for this role should be a thought leader accustomed to working in a fast-paced, high-growth company, operating in ambiguity, and making informed decisions. This role will report to the Sr Director, Organizational Development.

Key Responsibilities

  • Develop, implement and manage the career framework and critical experiences model based on function, role and level
  • Partner with leaders across the business to develop a skills taxonomy, inclusive of functional and leadership skills, demonstrating cross-functional and career progression opportunities. Leadership skills are already defined per our Cultural Beliefs Leadership Framework, being launched in 2022.
  • Act as the key stakeholder and SME for creating training programs in partnership with our Instructional Design team to enhance the quality of development plans and career discussions. The programs should balance leadership skills with manager behaviors and processes.
  • Partner with IT to launch Workday Skills Cloud, including driving product vision and decisions, prioritization, change management and development of new business and talent processes related to career and development in Workday.
  • Partner with the Compensation team to align on job architecture, including job levels, job titling and criteria for career movement.
  • Conduct analysis as needed on workforce movement and skill representation by enterprise, function, team and role. Must be prepared to demonstrate ROI of products and programs.

Skills and Behaviors

  • Deep expertise in organizational development and leadership effectiveness theories and methods with a proven track record of successful implementation and scalable and sustainable design.
  • Experience with career architecture at a Fortune 500 company of over 70,000 global employees.
  • Ability to influence, without authority, across various levels within an organization, including with executives.
  • Unyielding passion and drive for employee development.
  • Ability to work well, both independently and in collaboration with multiple partners.
  • Exceptional verbal and written communication skills with an ability to adjust one’s style to meet the audience’s needs, including design of thoughtful presentations that tell stories that compel and convince.
  • Excellent project management skills, ability to multi-task and work to multiple deadlines in a fast-paced environment
  • Ability to listen effectively and express thoughts and opinions clearly and concisely
  • Commands a strong presence with a flexible, clear and compelling communication style that carries weight with diverse audiences inside and outside the organization
  • Ability to adapt to new technologies, manage a multi-generational workforce and work with varied cultures and business structures while identifying areas of commonality for shared processes, talent development and people-related policies.
  • Ability to translate data (ROI, I+D metrics, performance curves, statistical analyses and talent distributions) into impactful insights that drive solutions to complex problems across the organization
  • Participates in professional networks and/or stay up to date on current research to ensure awareness of social, economic, and regulatory trends that may affect the business and future talent strategies.


  • Bachelor Degree and 8+ year’s progressive experience in Human Resources, with a focus on organizational design and development, with a minimum of 3+ year’s management experience. Advanced degree preferred.
  • Experience working in a Fortune 300 organization preferred
  • WorkDay experience required