VP Org Development

Role Purpose

The Vice President, Organizational Development (OD) is the enterprise product owner for how we design, align, and evolve the organization to win. This leader defines and delivers world‑class organization development products that solve real business and talent challenges y set the vision, roadmap, and standards for:

• Strategic Workforce Planning

• Organizational Design

• Change Management

• Culture Shaping

The VP, OD ensures these are not ad hoc “HR programs,” but enterprise products embedded into the operating cadence of the business — integrated into long‑range planning, budgeting, goal setting, performance management, and talent reviews. This role brings deep subject matter expertise, product management discipline, and practical execution capability to ensure our organizational infrastructure accelerates growth, builds capability, and enables sustained results.

• Join a 140 year new company undergoing a significant transformation, powered by a lean business system and talent system engine

• Be a leader in a compelling growth story backed by strong market trends and a right to win in 3 verticals – decarbonization, mission critical environments, and AI driven economy with explosive data center growth

• Shape an enterprise talent system at scale (90,000 employees globally) from the ground up

• Partner directly with CHRO, Business Leaders, and HR Leaders who believe talent and organizational capability is a key part of our winning formula

• Build organizational development products that will ensure we have the right people in the right roles with the right skills at the right time and cost to drive high performance

• Leave a lasting enterprise legacy

Strategic Workforce Planning (SWP) – Enterprise Product

• Build SWP playbook and methodology

• Integrate into long‑range planning (LRP), budget, workforce capacity plans, and KPIs

• Review of capability progress within talent reviews and succession processes

• Create and manage clear enterprise standards and tools

• Integrate with workforce analytics to predictively plan for skills and capabilities required

• Build Org design playbook and methodology

• Establish role/work design methodology to adapt roles in the age of AI augmentation

• Establish span/layer guidance and efficiency benchmarks which inform org design

• Establish org design governance and roles and responsibilities

• Establish enterprise change methodology playbook

• Build change leadership toolkits and communication frameworks

• Drive adoption of change measurement and reinforcement systems

• Build culture shaping playbook and leader enablement materials to assist leaders with translating behaviors into operating norms

• Establish cultural diagnostics and reinforcement mechanisms

• Defines what “winning” looks like for each OD product

• Establishes roadmap and prioritization

• Creates and manages enterprise standard work

• Defines governance model

• Ensures products solve real business and talent problems

• Measures adoption, impact, and value creation

• Designs products to scale through HRBPs, Talent Partners, and business leaders

• Builds capability across HR to deploy OD tools effectively

• Creates leader‑facing materials that enable self‑sufficiency

• Establishes standard work and leads training for consistent application

Leads a small, high‑caliber team responsible for:

• Product design and iteration

• Tool development

• Capability building across HR and Business Leaders

• Implementation support

• Analytics and measurement

• Continuous improvement

• 10+ years progressive strategic HR work across Organizational Development, Organization Effectiveness, Learning, HR business partnering, or Talent Management

• Proven experience leading organizational change and capability building products at scale

• Designed and implemented a Strategic Workforce Planning framework embedded into budget and operational planning

• Led complex organizational design initiatives across…