VP HR/Organization Development

The Vice President of HR and Organization Development (VP HR/OD) is responsible for ensuring talent, culture, leadership capability, and organizational effectiveness are aligned with business objectives. The VP HR/OD oversees the development and administration of core workforce programs and practices, including total rewards, learning and leadership development, employee relations, talent acquisition and retention, and employment compliance. The role provides counsel to the CEO and senior leaders on organization design, change management, and workforce-related risk, and is expected to exercise sound judgment, discretion, and effective influence.

Key Responsibilities

• Strategic Organizational Development: Responsible for developing and executing company OD strategies aligned with business objectives; diagnoses workforce effectiveness priorities and capability needs; designs and implements OD interventions (e.g., leadership and team effectiveness, culture initiatives, and process improvement) in partnership with leaders; and monitors outcomes to ensure sustained improvement in performance, engagement, and processes.
• Organizational Design & Workforce Planning: Leads organizational design and workforce planning activities; ensures role clarity and job descriptions are current and aligned with business requirements; and establishes career path options to support development and internal mobility.
• Leadership Development & Succession: Oversees leadership development programs; establishes succession planning and talent assessment processes and coordinates executive coaching and development resources as needed.
• Culture & Employee Engagement: Champions culture and engagement initiatives; reviews and ensures engagement planning is implemented to address identified trends and improvement areas.
• Change Management & Transformation: Leads change management planning and execution; develops engagement and communication approaches and provides guidance to leaders throughout implementation.
• Employee Relations & Risk Management: Provides guidance to leaders and managers on employee relations matters, investigations, and related risk; interprets policy and ensures consistent application of practices.
• Performance Management: Oversees performance management processes, including annual reviews, trait assessments, and management effectiveness to foster a high-performance culture. Creates a platform for meaningful feedback and discussions on performance and development between management and employees.
• Talent Acquisition & Retention: Administers recruiting and selection strategies and related processes (sourcing, interviewing, onboarding); monitors retention drivers and ensures appropriate plans are implemented to support workforce stability.
• Total Rewards Strategy: Partners with the CEO to establish annual compensation, bonus, and benefits strategy; oversees administration practices to support competitiveness, internal equity, and compliance with applicable California requirements.
• Compliance & Governance: Ensures company policies, practices, and procedures comply with applicable employment laws; oversees HR governance and consistent application of standards.
• Analytics & Performance Measurement: Establishes and monitors metrics to assess OD and workforce outcomes; reviews trends (engagement, turnover, leadership effectiveness) and reports findings and recommendations to leadership.
• Leadership: Leads and develops Employee Services staff; models servant leadership to build trust, and a respectful, healthy, and productive work environment.

• Education: Bachelor’s degree in Organization Development, Organizational Leadership, Human Resources, or related field.
• Preferred: SHRM and/or HRCI certification; MS in Organizational Leadership, Organization Development, Human Resources, or related field.
• Experience: 15+ years of progressively responsible experience in organizational development, talent management, HR strategy, and/or change management, including senior leadership experience.
• Change Management: Demonstrated experience leading transformation and change initiatives with defined outcomes.
• Influence & Discretion: Ability to influence across levels of the organization and to manage sensitive matters with sound judgment, confidentiality, and discretion.
• Communication/Interpersonal Skills: Strong written and verbal communication, facilitation, coaching, conflict management and negotiation skills.
• Time Management: Demonstrated project management and prioritization skills, including the ability to manage multiple concurrent initiatives.

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Flexible spending account
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Retirement plan
• Tuition reimbursement
• Vision insurance

Work Location: In person