Director, Organizational Development

Overview

The Director, Organizational Development
, reports to the Vice President, Talent Development and Experience, and serves as the enterprise owner of succession planning, executive development, talent reviews, and development planning for high-potential leaders. This role strengthens the quality, consistency, and defensibility of talent decisions across the organization and leads a team of program managers. The Director partners closely with Human Resources leadership to surface insights, strengthen standards, and enable effective talent conversations.

• Design and implement an enterprise-wide succession planning framework that includes role criticality, readiness definitions, bench-strength assessment, and succession risk mitigation.
• Assess, redesign, and strengthen the talent review process for managers and above to improve rigor, consistency, and actionable outcomes.
• Redefine the executive development strategy and program portfolio to align with succession priorities, leadership capability gaps, and business strategy, ensuring executive development investments drive readiness and impact.
• Establish clear standards and definitions for readiness, potential, and performance using our leadership model as the bar to ensure talent decisions are aligned, consistent, and scalable.
• Create personalized, data-informed development plans for high-potential leaders at all levels, including managers and above.
• Build interim talent analytics, dashboards, and scorecards using available data sources to support succession, readiness, and leadership capability insights.
• Translate talent data into clear, executive-ready insights that surface gaps between leader perception and evidence, both positive and negative.
• Partner closely with Executive and Human Resources leadership to review findings, align on messaging, and support HR Business Partners in executive talent conversations.
• Maintain a strong onsite presence in Tempe to facilitate live Talent Reviews, working sessions, and leadership discussions.
• Collaborate across Human Resources, Talent, Learning, and the business to ensure alignment and integration of organizational development efforts.
• Travel up to 10%, primarily to the San Mateo, CA office.

• Bachelor’s degree required;
  Master’s degree in Organizational Development, Organizational Psychology, HR, or related field preferred
• 10 or more years of progressive experience in organizational development, talent management, or leadership development
• Demonstrated experience designing and implementing succession planning, Talent Review, and executive development programs
• Proven ability to build and use talent analytics, dashboards, or scorecards prior to full system implementation
• Strong ability to synthesize qualitative insight and quantitative data into clear, decision-ready recommendations
• High judgment and discretion when navigating complex talent discussions and escalation scenarios
• Experience partnering closely with Human Resources leaders and HR Business Partners to influence executive-level talent decisions
• Experience operating in a complex, matrixed, or scaling organization
• Ability and willingness to work onsite in Tempe, AZ, on a regular basis.

• Achieve well-being with:
• 401 (k) with employer match
• Medical, dental, and vision with HSA and FSA options
• Competitive vacation and sick time, as well as dedicated volunteer days
• Access to wellness support through Employee Assistance Program, and Talkspace
• Up to $5,250 paid back to you on eligible education expenses
• Pet care discounts for your furry family members
• Financial support in times of hardship with our Achieve Care Fund
• A safe place to connect and a commitment to diversity and inclusion through our six employee resource groups

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