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- Tasks: Lead impactful organisational development initiatives and design leadership programmes.
- Company: Purpose-driven NFP organisation committed to culture and long-term impact.
- Benefits: Competitive salary, flexible benefits, enhanced family leave, and wellbeing support.
- Why this job: Shape culture and leadership while making a real difference in a supportive environment.
- Qualifications: Experience in OD, L&D, or Talent roles with strong leadership development skills.
- Other info: Collaborative workplace with excellent career growth opportunities.
The predicted salary is between 33000 - 66000 £ per year.
Shape culture, leadership, and talent at a strategic level. Deliver meaningful OD initiatives with real organisational impact.
About Our Client
Our client is a NFP, purpose-driven organisation with a strong commitment to people, culture, and long-term impact. They are investing significantly in organisational development to ensure leaders, teams, and talent are equipped to thrive in a complex and evolving environment.
Job Description
- Lead organisation-wide OD initiatives aligned to long-term strategy
- Design and deliver leadership development programmes and frameworks
- Establish and embed an EDI framework with clear priorities and measures
- Further develop and embed the organisational wellbeing strategy
- Champion psychologically safe, trauma-informed ways of working
- Partner with senior leaders to influence culture, behaviours, and leadership
- Conduct organisational diagnostics to identify capability and culture gaps
- Support talent planning, internal career pathways, and succession planning
- Oversee apprenticeships and core learning and development programmes
The Successful Applicant
A successful Organisational Development Manager should have:
- Proven experience in Organisational Development, L&D, or Talent roles
- Strong background designing and implementing OD strategies and programmes
- Experience influencing and coaching senior leaders and stakeholders
- Demonstrable expertise in leadership development and talent initiatives
- Strong understanding of EDI and wellbeing in organisational settings
- Confident using data and diagnostics to shape OD interventions
- Experience managing learning programmes and training budgets
- Strategic thinker with the ability to deliver hands-on implementation
What's on Offer
Salary of £55,000 and benefit from a generous benefits package including flexible benefits, enhanced family leave, wellbeing support, and additional annual leave with long service. You'll also have access to on-site facilities, parking, shuttle transport, pension options, and the opportunity to develop your career in a supportive, collaborative environment.
Organisational Development Manager in Epsom employer: Michael Page
Contact Detail:
Michael Page Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Organisational Development Manager in Epsom
✨Tip Number 1
Network like a pro! Reach out to people in the industry, attend events, and connect with potential colleagues on LinkedIn. We all know that sometimes it’s not just what you know, but who you know that can help you land that dream job.
✨Tip Number 2
Prepare for interviews by researching the organisation's culture and values. We want you to show how your experience aligns with their mission. Tailor your responses to highlight your skills in shaping culture and leadership – that’s what they’re looking for!
✨Tip Number 3
Practice makes perfect! Conduct mock interviews with friends or mentors to refine your answers. We suggest focusing on your experience with OD initiatives and how you've influenced senior leaders – these are key points they'll want to hear about.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we’re always on the lookout for passionate individuals who can contribute to our purpose-driven mission.
We think you need these skills to ace Organisational Development Manager in Epsom
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter to highlight your experience in organisational development and leadership. We want to see how your skills align with the role, so don’t hold back on showcasing your relevant achievements!
Showcase Your Impact: When detailing your past roles, focus on the impact you’ve made through OD initiatives. Use specific examples that demonstrate how you've shaped culture or influenced leadership – we love a good success story!
Be Authentic: Let your personality shine through in your application. We’re looking for someone who fits our purpose-driven culture, so don’t be afraid to express your passion for people and organisational wellbeing.
Apply Through Our Website: For the best chance of getting noticed, make sure to apply directly through our website. It’s the easiest way for us to keep track of your application and ensures you’re considered for this exciting opportunity!
How to prepare for a job interview at Michael Page
✨Know Your OD Strategies
Make sure you’re well-versed in the latest organisational development strategies. Be ready to discuss how you've designed and implemented successful OD initiatives in the past, and how they align with the long-term goals of the organisation you're interviewing for.
✨Showcase Your Leadership Influence
Prepare examples that demonstrate your ability to influence and coach senior leaders. Think about specific situations where your input led to positive changes in culture or leadership practices, and be ready to share these stories during the interview.
✨Emphasise EDI and Wellbeing
Since the role involves establishing an EDI framework and enhancing wellbeing strategies, come equipped with insights on how you’ve successfully integrated these elements into previous roles. Discuss any frameworks or measures you've implemented that had a tangible impact.
✨Data-Driven Decision Making
Be prepared to talk about how you’ve used data and diagnostics to shape your OD interventions. Highlight any tools or methodologies you’ve employed to identify capability gaps and how you’ve used this information to drive organisational change.
