Our Purpose
To create joy and ignite Michiganders’ Impossible Dreams.
Shared Commitments
At orsa, our commitments start with our purpose and are guided by our vibrantly lived values. We walk together toward strategic ends, galvanized by regenerative leadership and a growth orientation which moves us toward our human potential, so that we can support Michiganders in shaping the life they desire.
Role Purpose
The leadership activation architect accelerates leader capability by designing and delivering high-impact leadership activation experiences that strengthen leadership effectiveness, team performance, and organizational culture. This role focuses on leader onboarding and assimilation, leadership development experiences, coaching reinforcement, and leader enablement strategies that help leaders successfully apply learning in the flow of work.
This position has a minimum hourly rate of $28.61, but your offer amount may be increased with relevant work experience and transferable skills.
Primary Responsibilities
As an impact-driven team, our work is collaborative and dynamic. This role, like all positions at orsa, will be counted on to perform a variety of tasks as directed by leadership. Some of the core deliverables for this role are:
Leadership Development & Facilitation
- Facilitate leadership development experiences for emerging, frontline, mid-level, and senior leaders.
- Deliver engaging leadership learning experiences using adult learning principles, neuroscience, experiential learning, and social learning practices.
- Support development of core leadership capabilities including coaching, communication, inclusion, accountability, change leadership, decision-making, and team development.
- Facilitate workshops, leadership cohorts, peer learning sessions, and action learning experiences.
- Adapt facilitation approaches to align with leadership levels, business needs, and organizational priorities.
Leader Assimilation & Transition Support
- Lead new leader assimilation experiences that accelerate integration, clarity, trust-building, and team effectiveness.
- Facilitate transition support for newly promoted leaders, leaders changing teams, and newly hired external leaders.
- Partner with leaders and teams to clarify expectations, communication norms, priorities, and success measures.
- Support onboarding journeys that build confidence and reduce time-to-effectiveness for leaders.
- Create structured follow-up and reinforcement activities to sustain leader growth beyond initial onboarding.
Leader Enablement & Coaching Support
- Equip leaders with practical tools, conversation guides, coaching frameworks, reinforcement strategies, and performance support resources.
- Enable leaders to effectively coach employees, reinforce learning, and build high-performing teams.
- Observe leader behaviors in real work environments and provide developmental coaching and feedback.
Support leaders in strengthening team engagement, psychological safety, inclusion, and accountability practices.
- Partner with leaders to identify barriers to behavior change and capability application.
Learning Transfer & Capability Reinforcement
- Reinforce leadership behaviors through follow-up coaching, reflection activities, peer accountability, and learning-in-the-flow-of-work strategies.
- Support sustained behavior change through spaced reinforcement and real-world application experiences.
- Measure leadership capability growth through feedback, engagement indicators, and business outcomes.
- Identify opportunities to improve leadership experiences based on participant feedback, operational needs, and organizational strategy.
- Contribute to creation of leadership toolkits, job aids, microlearning, and reinforcement resources.
Collaboration & Organizational Partnership
- Partner with capability architect & designers and business partners to align leadership development strategies with organizational priorities.
- Support enterprise leadership initiatives, and organizational change strategies.
- Facilitate cross-functional collaboration to strengthen leadership consistency and team member experience.
Contribute field insights and leadership feedback to continuously improve leadership journeys and programs.
Qualification and Competency Requirements
As an organization focused on creating belonging, we appreciate that outstanding team members have different roads to excellence. Therefore, we don’t compromise on capability but are capability but use qualifications as guidelines. Typically, we’d expect a great dealer experience manager to have built capabilities through experiences that would include a minimum of:
- Education:
- High school diploma or equivalent.
- Work Experience:
- Minimum 2 years of experience facilitating leadership development, coaching, organizational development, or talent development initiatives.
Preferred Qualifications and/or Competencies
- Work Experience:
- Experience with leader assimilation, succession development, or leadership onboarding programs.
- Familiarity with engagement, culture, inclusion, and organizational effectiveness practices.
- Industry Experience:
- Experience in financial services, banking, or credit union environments.
