Sr Organizational Development Specialist

S&S Activewear is a leading North American, tech-enabled specialty distributor of imprintable apparel, including t-shirts, fleece, athletic wear, headwear, workwear, scrubs, and accessories. We pride ourselves on being the “critical link” that enables our 100+ brand partners such as Adidas, Columbia, and Gildan to reach our hyper-fragmented base of customers—apparel decorators, eRetailers, and promotional products distributors that embellish apparel for diverse end-use cases (e.g., everyday wear, concerts, fitness attire, life events, team sports). At S&S, we differentiate through a customer-service focus, strategic product portfolio, world-class distribution infrastructure, collaborative growth culture, and relentless focus on technology and innovation. Since our humble beginnings in 1988 as a regional t-shirt distributor, we have grown into a multibillion-dollar value-added distribution platform driving market penetration for suppliers while enabling growth, operations, and fulfillment for customers across channels and business sizes. Today, we strive to be the apparel distributor of choice by inspiring and fostering growth for customers, employees, and suppliers, anchored in our values: Lead with Respect, Never Settle, Own the Outcome, Win Together, and Innovation Powers Our Hustle.

About the role

We are seeking a Senior Organizational Development Specialist to own the design, execution, and continuous improvement of S&S Activewear's performance management programs. This is a hands-on individual contributor role for a curious, fast-learning professional who wants to build broad and deep expertise across the talent space while becoming a subject-matter expert in performance management. The primary focus is on goal setting, performance evaluations, calibration, feedback culture, manager capability, and the systems and processes that enable consistent and effective performance across the organization. You will partner closely with the Director of Talent Enablement to shape the overall approach while owning program design, implementation, measurement, and continuous improvement. Secondary areas include development, culture, and engagement—specifically elements tied directly to performance outcomes. Using insights from performance management, you will help drive employee development, strengthen engagement, support succession planning, and foster a feedback-rich culture in partnership with HR and business leaders. This role requires translating strategy into practical tools and processes used daily by managers and employees, balancing analytical thinking, change management, influence skills, and the ability to drive adoption across a large, distributed organization. Comfort with Workday and data-driven program evaluation is essential.

Responsibilities

• Performance Management (Primary Focus)
  • Own the end-to-end performance management lifecycle, including goal setting, mid-year reviews, annual evaluations, and rating consistency.
  • Lead calibration processes across the organization, facilitating discussions with leaders and addressing rating bias to support equitable outcomes.
  • Design, enhance, and maintain performance management frameworks, tools, resources, and processes aligned to organizational priorities and leadership competencies.
  • Build and embed a culture of continuous feedback by providing managers with resources, coaching, and tools that support meaningful year-round performance conversations.
  • Develop and administer performance improvement processes, ensuring alignment with talent, development, succession, and rewards strategies.
  • Strengthen manager capability in goal setting, expectation management, performance evaluation, feedback delivery, and talent differentiation.
  • Configure, maintain, and optimize Workday Performance functionality in partnership with HRIS and business stakeholders.
  • Analyze performance management metrics, including completion rates, calibration outcomes, rating distributions, and program effectiveness to drive continuous improvement.
  • Lead communication and change management efforts that support adoption and engagement across a geographically distributed workforce.
• Development, Culture & Engagement (Secondary Focus)
  • Translate performance and calibration outcomes into targeted development strategies that address capability gaps and improve organizational effectiveness.
  • Equip managers to convert performance conversations into actionable development and coaching plans.
  • Design and deliver learning solutions informed by performance trends and business needs.
  • Connect performance outcomes to succession planning and high-potential development initiatives.
  • Lead engagement survey activities related to feedback, development, growth, and manager effectiveness.
  • Support onboarding effectiveness by reinforcing goal-setting, expectations, and feedback practices early in the employee lifecycle.
  • Partner with HR leaders to strengthen employee engagement, recognition, and a growth-oriented culture where performance and development are interconnected.

Requirements

• Bachelor's degree in Human Resources, Organizational Development, Psychology, Behavioral Science, or a related field, or equivalent practical experience.
• 2+ years of experience in performance management, talent management, HR, organizational development, or a related analytical discipline.
• Experience supporting the design, implementation, or enhancement of performance management programs, including goal setting and calibration.
• Experience administering, supporting, or optimizing performance management processes within Workday or in close partnership with HRIS teams.
• Strong analytical skills with the ability to analyze data, measure program outcomes, and make evidence-based recommendations.
• Experience facilitating stakeholder discussions and influencing leaders without direct authority.
• Proven ability to support change management and drive adoption of HR programs in a distributed organization.
• Strong written, verbal, presentation, and facilitation skills.
• Comfortable operating in ambiguity while maintaining focus on outcomes and execution.

Qualifications

• Master's degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, or related field.
• Experience leading performance management programs end-to-end.
• Advanced Workday Performance Management experience.
• Experience supporting talent reviews, succession planning, employee engagement, or leadership development initiatives.
• Professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, or related credentials.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• Hearing: Must be able to hear well enough to communicate with co-workers.
• Hand Dexterity: Must be able to use a computer.
• Vision: Must be able to read reports and use a computer.

Working Environment

This position operates in a professional office environment and may be structured as on-site, remote, or hybrid depending on business needs. This role requires the use of standard office equipment and collaboration with internal teams.

Benefits

We offer a comprehensive benefits package designed to support your life, health, and future. Benefits begin 0–90 days after hire and include:

• Vacation, Personal, and Sick time.
• Medical, Dental, Vision, Life Insurance, and Disability coverage.
• Flexible Spending Accounts.
• 401(k) plan.
• Discounts on brand-name apparel.
• Fun employee events.
• Meaningful opportunities for growth and advancement.

Schedule

Salaried, full-time position. Monday - Friday.