{"id":2204,"date":"2026-08-13T05:56:35","date_gmt":"2026-08-13T05:56:35","guid":{"rendered":"https:\/\/www.civitastalent.com\/?p=2204"},"modified":"2026-08-13T05:56:35","modified_gmt":"2026-08-13T05:56:35","slug":"appointment-of-learning-organisational-development-manager-energy-organisation","status":"publish","type":"post","link":"https:\/\/www.civitastalent.com\/case-study\/appointment-of-learning-organisational-development-manager-energy-organisation\/","title":{"rendered":"Appointment of Learning &#038; Organisational Development Manager, Energy Organisation"},"content":{"rendered":"<h2><b>At a Glance<\/b><\/h2>\n<ul>\n<li><strong>Sector &#8211; Energy<\/strong><\/li>\n<li><strong>Location &#8211; Brisbane, QLD<\/strong><\/li>\n<li><strong>Workforce &#8211; 1,400 employees<\/strong><\/li>\n<li><strong>Service &#8211; HR Recruitment<\/strong><\/li>\n<li><strong>Engagement &#8211; Permanent Search<\/strong><\/li>\n<\/ul>\n<h2><b>The Challenge<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">An energy organisation with <\/span><b>1,400 employees<\/b><span style=\"font-weight: 400;\"> had an existing L&amp;D team focused entirely on compliance training and technical certifications, with no organisational design or leadership capability function, a gap that became urgent as the business prepared several senior leaders for succession.<\/span><\/p>\n<p><b>An earlier hire into a newly created L&amp;OD Manager role had strong training delivery experience but no organisational design background, and the role had to be re-run within a year<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b>Our Approach<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Civitas specifically screened for organisational-design and diagnostic experience, evidence of having redesigned structures or led capability strategy, rather than training delivery credentials, since that was the exact gap the earlier hire had exposed.<\/span><\/p>\n<h2><b>The Solution<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The appointed L&amp;OD Manager brought <\/span><b>a background in organisational design consulting before moving in-house<\/b><span style=\"font-weight: 400;\">, immediately beginning a capability audit against the succession plan.<\/span><\/p>\n<h2><b>Measured Impact<\/b><\/h2>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Formal leadership capability framework delivered within the first 6 months<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Succession readiness assessed and documented for all senior leadership roles<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reduced reliance on external OD consultants for structure and capability work<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Supported two internal promotions into senior roles within the first year<\/b><\/li>\n<\/ul>\n<h2><b>Client Reflection<\/b><\/h2>\n<blockquote><p><i><span style=\"font-weight: 400;\">This time we hired for the actual skill set, not the job title.\u00a0<\/span><\/i><\/p><\/blockquote>\n<h2><b>Why This Matters<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">This appointment illustrates the L&amp;D-versus-OD confusion that trips up a large share of Australian L&amp;OD hiring, organisations that need organisational design capability frequently hire training delivery experience instead, because it&#8217;s the more visible half of the title.<\/span><\/p>\n<h2><b>Related Civitas Service<\/b><\/h2>\n<p><a href=\"https:\/\/www.civitastalent.com\/clients\/hr-recruitment\/\"><span style=\"font-weight: 400;\">HR Executive Search<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>At a Glance Sector &#8211; Energy Location &#8211; Brisbane, QLD Workforce &#8211; 1,400 employees Service &#8211; HR Recruitment Engagement &#8211; Permanent Search The Challenge An energy organisation with 1,400 employees had an existing L&amp;D team focused entirely on compliance training and technical certifications, with no organisational design or leadership capability function, a gap that became&hellip;<\/p>\n","protected":false},"author":10,"featured_media":2207,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[47],"tags":[],"class_list":["post-2204","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-case-study"],"acf":[],"post_author_name":"","post_authors_type":"","post_authors_from_team_members":false,"_links":{"self":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2204","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/comments?post=2204"}],"version-history":[{"count":1,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2204\/revisions"}],"predecessor-version":[{"id":2208,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2204\/revisions\/2208"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/media\/2207"}],"wp:attachment":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/media?parent=2204"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/categories?post=2204"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/tags?post=2204"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}