Lead Organizational Development Partner

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Rivian is on a mission to keep the world adventurous forever. This goes for the emissions‑free Electric Adventure Vehicles we build, and the curious, courageous souls we seek to attract. As a company, we constantly challenge what’s possible, never simply accepting what has always been done. We reframe old problems, seek new solutions and operate comfortably in areas that are unknown.

Our backgrounds are diverse, but our team shares a love of the outdoors and a desire to protect it for future generations.

The Lead Organizational Development Partner will be a key member of Rivian’s Talent Management Center of Excellence, responsible for designing and operationalizing strategies that improve organizational effectiveness, leadership capability, change agility, and culture.

You will evolve and implement Rivian’s organization design and capabilities frameworks, ensuring we have the right roles, structures, and ways of working to support performance s role blends OD strategy, organizational health analytics, and hands‑on partnership with senior leaders across engineering, manufacturing, and technology environments.

• Shape How Rivian Operates at Scale: design and refine the organizational frameworks that determine team structuring, decision making, and workflow.
• Turn Org Health into a Business Lever: combine people analytics and organizational diagnostics to inform leaders.
• Enable Strategic Talent Decisions: succession, capabilities, and org design inform hiring, promotions, and workforce planning.
• Connect Culture, Systems, and Strategy: embed mission, Compass values, and leadership expectations into organization design and change initiatives.

• Develop and execute an organizational development strategy aligned with mission, Compass behaviors, and business priorities.
• Define and operationalize organization design principles, governance, and review processes to support agility, scale, and decision‑rights.
• Design and refine operating and capability models integrating hierarchy, decision frameworks, ways of working, and network‑based teaming.

• Build and refine succession planning and talent review protocols for executive and critical roles.
• Partner with Talent Management, HRBPs, and business leaders to identify critical capabilities, gaps, and targeted interventions at multiple levels.
• Ensure OD and talent frameworks are integrated with performance, rewards, leadership development, and workforce planning.

• Design and implement culture and program integration strategies that enhance engagement, performance, and continuous learning.
• Diagnose cultural and organizational health issues, building targeted interventions that are practical and measurable.
• Translate enterprise culture and change priorities into function‑level roadmaps reflecting local realities while driving toward shared standards.

• Act as a trusted consultant to senior leaders and HRBPs, advising on org design, change management, and OD.
• Align OD initiatives with business objectives through collaboration with other People COEs.
• Support and lead enterprise forums focused on organization design, capability building, and leadership effectiveness.

• Partner with People Analytics to design, interpret, and socialize organizational health metrics.
• Build measurement frameworks and dashboards to assess impact of OD initiatives.
• Provide guidance on goal‑setting methodologies, especially OKRs, supporting leaders in translating strategy into clear, measurable goals.

• 10+ years in Organization Development, HR Business Partnering, Talent Management, and/or People Analytics, with a track record of impact at scale.
• Demonstrated expertise designing and deploying large‑scale organizational, operating, and capability models in complex, matrixed…