Vice President, Organizational Development

Vice President, Organizational Development

Job Category: People and Culture

Requisition Number: VICEP
019888

• Posted :
  September 15, 2026
• Full-Time

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Position
:
Vice President, Organizational Development

Compensation: Pursuant to applicable regulations, if this job is performed in a relevant State, the salary range is $150,000-$170,000 plus bonus potential. Eligible to participate in the company benefits plan. We offer health, vision, dental, and pet insurance. We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts.

Position Summary

The Vice President of Organizational Development designs and continuously improves the organizational systems that enable company-wide performance and shape how team members work and grow. This role functions as an enterprise connector, integrating strategy, technology, and operations to ensure the workforce evolves alongside the business.

This leader will partner with Operations and Shared Service executives to redesign work, build organizational capability, and accelerate adoption of initiatives that contribute to the company’s targeted improvements.

This leader oversees the complete talent lifecycle, strategically aligning acquisition to build out our desired culture and scale the workforce for future demands. They act as the driving force behind our performance ecosystem (Cornerstone OnDemand, Spekit, Qualtrics, and Succession Planning), scaling critical proficiencies to keep pace with enterprise transformation. By shifting the paradigm from traditional, one-off training events to embedded, in-the-flow performance support and AI-enhanced tools, they future-proof our teams in real-time.

Through the seamless integration of these technologies and high-impact development programs, this VP ensures the Talent and Org Development function delivers a clear, measurable ROI against our core business objectives.

Organizational Architecture:
Partner with HR and Shared Services to align and optimize the strategies governing talent acquisition, learning, operations training and engagement to support business velocity and scale.

Strategic Integration:
Act as the strategic bridge between HR, Operations, AI Product, and Executive Leadership. Use workforce data to help leaders identify capability bottlenecks, manage change fatigue, and ensure organizational readiness keeps pace with business strategy.

Organizational Capability:
Partner with business leaders to redesign roles, skills, expectations, and performance support so team members can effectively combine human judgement with AI-enabled workflows.

Workforce Intelligence:
Build practical, lightweight methods for tracking organizational capability using operational data and manager feedback. Build a change champion network of internal advocates trained to help accelerate adoption curves and mitigate resistance.

Complexity & Capacity Governance:
Partner with the VP of Strategic Initiatives and executive transformation team to assess the organization’s capacity to absorb change, ensuring initiatives don’t overwhelm teams. Provide leadership with data-driven guardrails on implementation velocity to prevent burnout and protect EBITDA targets.

Leadership Effectiveness:
Equip leaders to improve performance rather than simply manage activity. Help leaders build high-performing teams through better coaching, clearer expectations, stronger feedback, and better use of workforce insights.

Onboarding & Engagement:
Leverage tools like Qualtrics to launch continuous listening strategies, such as New Hire pulse surveys, eNPS (Employee Net Promoter Score), and stay interviews. Use this data to identify early…