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# Organisational Development Manager

- **Company:** South East Water
- **Location:** Snodland, UK
- **Salary:** £55,000.0
- **Contract:** Temporary contract
- **Skills:** Data Analysis, HR Analytics, Diagnostic Tools
- **Published:** August 27, 2026
- **Apply:** https://www.careerjet.co.uk/job/gbac9c82355de2c186f2494a9b57a83075/eaa

## About the Role

CIPD Level 7 or equivalent
Strategic Thinking: The ability to see the "big picture" and translate corporate strategy into actionable people plans.
Diagnostic Prowess: Skilled in using OD diagnostic tools and methodologies to identify organisational "pain points."
Communication: Exceptional verbal and written skills, with the ability to simplify complex change concepts for a diverse workforce (from Field Technicians to office staff).
Data Literacy: Ability to interpret HR analytics and engagement metrics to measure the ROI of OD interventions.
Resilience: High emotional intelligence and the "grit" required to stay focused and positive during periods of high pressure.
Proven OD Impact: Significant experience in a Senior OD role, ideally within regulated industry.
Stakeholder Influence: Demonstrated ability to influence stakeholders at all levels through data-driven insights and persuasive communication.
Project Management: Experience delivering high-impact projects on time and within budget in a fast-paced environment.
Employees are required to be flexible and to be prepared to perform duties and other tasks within their capabilities. The nature of our business is such that the contents of any job profile are subject to change from time to time.

## Description

This is an initial fixed term contract to August 2027 with the possibility it could become permanent.
The Organisational Development Manager is the primary architect of culture and capability during a period of transformation for South East Water. In a water industry facing evolving regulatory landscapes, environmental challenges, and digital shifts, the role will ensure that our 1,400 strong workforce is resilient, skilled, and aligned with our future vision.
Reporting directly to the Head of HR, the OD Manager will lead a dedicated team to design and execute strategies that improve organisational effectiveness and performance, managing a budget and the apprentice levy funds. This role isn't just managing "business as usual"; it's focused on leading the "business of tomorrow," ensuring our people are skilled, competent, motivated and engaged to deliver life-essential services through significant periods of change.
Main responsibilities:
Performance Management
Develop plans to drive a high performance culture, support our performance management roadmap, including embedding performance frameworks that move beyond compliance to focus on continuous improvement and behavioural excellence.
Supporting the wider business
Support wider HR initiatives to identify future talent gaps and design intervention strategies to ensure long-term operational sustainability. This includes succession planning activity and reducing risk around our business critical roles.
Compliance & Mandatory Training Oversight
Lead the team responsible for the design, delivery, and tracking of all mandatory and regulatory training. Ensure 100% compliance across high-risk technical areas to safeguard the business and its license to operate.
Emerging Talent Strategy
Lead the team in the design and delivery of a comprehensive emerging talent ecosystem, including Apprenticeships and Graduate Programmes. Focus on building a sustainable pipeline of future leaders and technical experts to mitigate the risks of an ageing workforce.
Team Leadership:
Direct and mentor a team, fostering a high-performance culture within the OD and wider HR function.
Culture & Engagement
Lead the design of employee engagement initiatives and deliver results to senior stakeholders, partnering with business areas to create meaningful action plans.
Leadership Development
Create and oversee bespoke leadership programmes that equip managers at all levels of the organisation to lead through change, ambiguity and technical evolution.
You'll need