Training and Organizational Development Manager

As a Training and Organizational Development Manager at Sonic, your primary responsibilities will encompass developing and executing human resource strategies that support the overall business direction. This includes leading training programs, analyzing employee needs, driving change across departments, and enhancing organizational culture and performance. You will also counsel management on employee development issues, ensuring that all staff are aligned with our mission-driven approach.

To become a Training and Organizational Development Manager at Sonic, you typically need at least six years of related experience and a relevant bachelor's degree, though advanced qualifications can be advantageous. Key skills include excellent communication, leadership abilities, analytical thinking, and the capability to engage employees at all levels. Familiarity with Microsoft Office is also beneficial.

Sonic is deeply committed to employee training and development. As Training and Organizational Development Manager, you will oversee the design and implementation of various training programs ranging from tech skills to leadership development. You’ll generate tailored solutions to enhance productivity, ensuring that every employee has opportunities for growth and learning within the organization.

At Sonic, the team culture is collaborative and mission-driven, emphasizing respect and diversity. As a Training and Organizational Development Manager, you will not only lead training efforts but also foster a culture of engagement, encouraging team collaboration and innovation. Your leadership will be vital in building relationships across departments, fostering a supportive environment that promotes continuous improvement.

No, frequent travel is not typical for the Training and Organizational Development Manager position at Sonic. This role primarily involves working in our office in Santa Rosa and collaborating with various teams to implement training and development strategies directly.

When answering this question, discuss specific programs you've developed, the needs you identified, the process you followed, and the outcomes achieved. Highlight metrics or feedback that demonstrate the effectiveness of your training programs and how they positively impacted employee performance.

In responding to this question, emphasize your strategies for understanding employee needs and creating an inclusive culture. Mention techniques such as surveys, one-on-one meetings, and recognition programs that foster engagement. Share examples of how you've successfully increased motivation levels in past roles.

Discuss your approach to evaluating training effectiveness, such as feedback forms, performance metrics, and follow-up assessments. Include how you analyze data to continually enhance training programs and meet organizational goals. Providing a specific example of a successful assessment can strengthen your response.

Illustrate your conflict resolution skills by sharing a specific example where you successfully mediated a conflict. Discuss the techniques you employed, how you involved the parties, and the results of your intervention, emphasizing the importance of maintaining a positive team dynamic in the workplace.

Explain your familiarity with HR metrics and how you've leveraged data to influence decisions regarding employee development, training needs, and performance management. Share examples where data-driven insights led to enhanced business outcomes or organizational success.

When answering, describe the change initiative, your role, and the strategy you implemented. Include how you communicated with stakeholders and measured success, focusing on your leadership style and how you navigated challenges effectively.

Discuss the value of coaching in your approach to leadership. Share examples of how you've used coaching to develop team members' skills and competencies, emphasizing the positive impact this had on overall team performance and morale.

Mention specific performance management tools and software you are experienced with, and explain how you utilize them to monitor employee progress and provide feedback. Discuss how these tools complement your strategies for continuous improvement.

Share your method for assessing training needs, such as conducting interviews, surveys, and performance reviews. Describe how you prioritize these needs based on organizational goals and employee feedback, ensuring a strategic approach to training and development.

Talk about the different techniques you employ, such as interactive activities, real-life scenario discussions, and technology-enhanced learning. Highlight your adaptability in adjusting training styles to meet the preferences of various learning audiences.