Lead Organizational Development Partner

About Rivian

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.

Role Summary

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.

Why This Role Matters

• Shape How Rivian Operates at Scale: You will design and refine the organizational frameworks that determine how teams are structured, how decisions get made, and how work flows in a rapidly growing, global EV and tech company.
• Turn Org Health into a Business Lever: By combining people analytics and organizational diagnostics, you will help leaders see where structure, capability, and culture are enabling or blocking performance—and what to do about it.
• Enable Strategic Talent Decisions: Your work on succession, capabilities, and org design will directly inform hiring, promotions, investments in leadership, and long‑range workforce planning.
• Connect Culture, Systems, and Strategy: You will ensure that Rivian’s mission, Compass values, and leadership expectations are embedded in how we design organizations, set goals, and lead change—not just in how we talk about them.

Responsibilities Strategic OD & Org Design

Develop and execute a comprehensive organizational development strategy aligned with Rivian’s mission, Compass behaviors, and evolving business priorities.

Define and operationalize organization design principles, governance, and review processes to support agility, scale, and clear decision‑rights across functions.

• Design and refine operating and capability models that integrate traditional hierarchy, decision frameworks, ways of working, and network‑based teaming.

Succession, Capabilities, and Talent Management

Build and refine succession planning and talent review protocols for executive and critical roles, including process design, tooling, and cadence.

• Partner with Talent Management, HRBPs, and business leaders to identify critical capabilities, gaps, and targeted interventions at org, team, and individual levels.
• Ensure OD and talent frameworks are integrated with performance, rewards, leadership development, and workforce planning.

Culture, Change, and Organizational Health

Design and implement culture and program integration strategies that enhance engagement, performance, and continuous learning.

Partner with leaders and People teams to diagnose cultural and organizational health issues, and build targeted interventions that are practical and measurable.

• Translate enterprise culture and change priorities into function‑level roadmaps that reflect local realities while driving toward shared standards.

Consultation, Stakeholder Partnership, and Governance

Act as a trusted consultant to senior leaders and HRBPs, advising on org design, change management, and organizational effectiveness.

Align OD initiatives with business objectives through close collaboration with other People COEs (e.g., Talent Acquisition, L&D, Rewards, People Analytics).

• Support and, where appropriate, lead enterprise forums focused on organization design, capability building, and leadership effectiveness.

Analytics, Outcomes, and Goal Setting

Partner with People Analytics to design, interpret, and socialize organizational health metrics (e.g., spans/layers, attrition patterns,…