Company Description
Continental Linen Services (CLS) has been a trusted provider of work uniforms, mats, mops, custom apparel, and facility products since 1899. With over a century of service, CLS has built a solid reputation for quality, reliability, and customer satisfaction. Based in the Greater Kalamazoo Area, the company is committed to delivering exceptional products and services that cater to a wide range of business needs. CLS continues to evolve to meet the demands of modern industries while upholding its rich legacy of excellence.
Role Description
The Director of Organizational Development leads the design, implementation, and evaluation of initiatives that strengthen organizational effectiveness, leadership capability, and team member development across the company. This role partners closely with executive leadership to assess organizational needs, drive continuous learning, and support leadership growth for executives and emerging leaders.
In addition to organizational development responsibilities, this position oversees all Human Resources functions, including talent acquisition, team member relations, benefits administration, performance management, training and development, compliance, workforce planning, and change management. The Director ensures HR strategies and programs align with the company’s mission, values, and long-term business objectives.
Key Responsibilities
Organizational Development & Leadership
- Assess organizational structures, processes, talent, and culture to identify development opportunities and implement strategic solutions aligned with company goals and values.
- Lead the planning, development, implementation, and evaluation of organizational development programs, policies, and initiatives.
- Design and manage leadership development and succession planning initiatives for executives and emerging leaders.
- Provide coaching, facilitation, and guidance to managers and supervisors on organizational development tools, performance management, and leadership effectiveness.
- Lead and influence change management initiatives that improve organizational performance and team member engagement.
- Collaborate with leadership teams to support workforce planning and organizational effectiveness initiatives.
- Utilize Predictive Index (PI) and other assessment tools to identify team member strengths, motivations, and development opportunities.
Human Resources Leadership
- Direct all Human Resources operations, including recruiting, team member relations, compensation, benefits administration, training, compliance, and HR programs.
- Ensure compliance with all applicable federal and state employment laws, regulations, and company policies.
- Oversee performance management processes and develop manager capability in delivering effective feedback and performance outcomes.
- Maintain accurate job descriptions, reporting structures, career paths, and compensation guidelines across the organization.
- Manage full-cycle recruiting efforts for management and professional-level positions, including sourcing, interviewing, assessments, and onboarding activities.
- Oversee team member benefits programs, including healthcare, retirement plans, leave administration, disability, and life insurance programs.
- Conduct exit interviews and support team member retention and engagement initiatives.
- Provide backup support for payroll processing and 401(k) administration.
Training, Wellness & Culture
- Develop and implement company-wide training programs, workshops, and professional development initiatives.
- Lead the ongoing enhancement of team member wellness initiatives and educational programs.
- Manage functions related to the company Health Center, including planning, reporting, and team member education.
- Oversee HR marketing and culture-building initiatives that strengthen team member engagement and community presence.
- Represent the organization through community outreach programs, professional panels, and networking opportunities.
Financial & Operational Management
- Prepare and manage departmental budgets to ensure effective allocation of resources and alignment with strategic priorities.
- Evaluate HR and organizational development programs to measure effectiveness and achievement of company objectives.
- Perform additional duties and special projects as assigned.
Qualifications & Experience
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.
- SHRM-CP/SHRM-SCP, PHR, or SPHR certification required.
- Minimum of 10 years of progressive Human Resources leadership experience, including strategic organizational development responsibilities.
- Strong knowledge of federal and state employment laws and HR best practices.
- Proven success across all major HR functional areas within a fast-paced, growth-oriented environment.
- Demonstrated ability to lead change, influence stakeholders, and drive organizational effectiveness initiatives.
- Experience developing and delivering training, leadership development, and team member engagement programs.
- Proficiency in Microsoft Office Suite and HR-related systems and tools.
Skills & Competencies
- Exceptional leadership, coaching, and interpersonal skills.
- Strong strategic thinking, problem-solving, and decision-making abilities.
- Excellent verbal, written, presentation, and facilitation skills.
- Ability to manage multiple priorities and adapt effectively in evolving environments.
- Collaborative, results-driven approach with strong partnership and team-building capabilities.
- High level of professionalism, discretion, and emotional intelligence.
