Demonstrated experience leading enterprise-wide organizational transformation initiatives.
Required Qualifications & Experience
Goodwill Industries of Southwestern Michigan

Vice President / Organizational Development

Position title: Vice President / Organizational Development
Classification: Executive Leadership Staff
Supervised by: CEO
Supervises: Human Resources Team

Position Summary

The Vice President of Organizational Development (VP of OD) serves as a strategic executive responsible for designing, leading, and implementing organization-wide initiatives that strengthen leadership, workforce capability, organizational effectiveness, culture, employee engagement, and change management. This executive partners closely with senior leadership to align people strategies with business objectives while ensuring the organization has the leadership capacity, talent infrastructure, and culture necessary to achieve long-term success

The VP of Organizational Development provides vision and direction for leadership development, succession planning, performance management, employee engagement, workforce planning, organizational design, and learning strategies. This position acts as a trusted advisor to executive leadership and champion's continuous improvement throughout the organization.

Essential Duties and Responsibilities

• Strategic Leadership & Organizational Effectiveness: Develop and execute organizational development strategies aligned with the mission and strategic plan; advise executive leadership on organizational health, workforce effectiveness, talent strategy, and operational excellence; lead enterprise-wide initiatives, organizational assessments, redesigns, and continuous improvement efforts.
• coaching, mentoring, succession planning, and high-potential talent programs; build leadership competencies and career pathways across the organization.
• Talent Management & Workforce Planning: Lead enterprise talent management and workforce planning strategies in partnership with Human Resources; strengthen recruitment, retention, employee development, internal mobility, and succession pipelines.
• Learning & Development: Direct enterprise learning strategies aligned with business priorities; establish learning programs, leadership academies, competency models, and development pathways; evaluate learning effectiveness and ROI.
• Change Management: Lead organizational change and transformation initiatives; guide leaders through change, develop communication and engagement strategies, identify barriers to adoption, and assess organizational readiness and resilience.
• Culture & Employee Engagement: Lead initiatives that strengthen organizational culture, employee engagement, DEIB, accountability, innovation, collaboration, and continuous improvement; oversee employee listening strategies and use organizational climate data to drive improvements.
• Performance Management: Develop and oversee performance management systems, competency frameworks, and performance standards; partner with leaders to strengthen accountability, employee performance, and organizational outcomes.
• Data & Organizational Analytics: Establish KPIs and metrics for organizational effectiveness; analyze workforce data and trends; provide executive-level reporting and data-driven recommendations to support strategic decision-making and measure organizational development outcomes.
• Collaboration & External Partnerships: Partner with Human Resources, Operations, Finance, Compliance, and executive leadership; build strong relationships across the organization and collaborate with external consultants, training providers, professional associations, and industry partners as appropriate.

Supervisory Responsibilities

• Provides executive leadership and strategic oversight of the Human Resources function, including Talent Acquisition, Employee Relations, Compensation and Benefits, Learning and Development, HR Operations, Compliance, and Organizational Development.
• Directly supervises Human Resources leadership and staff, establishing clear performance expectations, providing coaching and professional development, and conducting performance evaluations.
• Leads workforce planning, succession planning, and talent development initiatives to ensure a high-performing HR team capable of supporting organizational objectives.
• Develops departmental goals, manages the HR operating budget, and ensures compliance with all applicable federal, state, and local employment laws and organizational policies.
• Fosters a culture of accountability, collaboration, continuous improvement, and exceptional customer service while partnering with executive leadership to align human capital strategies with the organization's mission and strategic priorities.
• Provides strategic leadership and oversight of Organizational Development, Learning & Development, Leadership Development, Talent Management, and Change Management teams.
• Recruits, develops, mentors, and evaluates management staff.
• Establishes departmental goals, budgets, and performance expectations.
• Promotes accountability and professional growth within the department.

Required Qualifications

• Bachelor's Degree and Certification and/or Master's degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Organizational Leadership, Business Administration, Public Administration, or a closely related field.
• Experience partnering directly with executive leadership and governing boards preferred.
• Experience managing multiple organizational development programs simultaneously.
• Minimum of 15-20 years of progressively responsible leadership experience in Organizational Development, Human Resources, Leadership Development, or Organizational Effectiveness.
• Minimum of 7-10 years leading organizational development functions in complex organizations.
• Demonstrated experience leading enterprise-wide organizational transformation initiatives.

Preferred Certifications

• SHRM-SCP or SPHR
• Prosci Certified Change Practitioner
• Certified Executive Coach
• ATD Master Trainer
• Organizational Development Certified Professional (ODCP)

Required Competencies

The successful candidate is a strategic and collaborative executive with demonstrated expertise in organizational development, leadership development, change management, talent management, and organizational effectiveness.

They possess exceptional business acumen, executive presence, and the ability to influence leaders at all levels of the organization. Strong analytical and problem-solving skills are essential, along with the ability to interpret workforce data and translate insights into actionable strategies. The Vice President of Organizational Development is an effective communicator, skilled facilitator, and trusted coach who fosters collaboration, drives organizational change, and builds high-performing teams.

Success in this role requires sound judgment, emotional intelligence, political savvy, and a commitment to cultivating an inclusive, innovative, and continuous learning culture while aligning people strategies with organizational goals.

Key Performance Indicators

• Employee engagement improvement
• Leadership bench strength
• Succession readiness for critical positions
• Leadership development participation and outcomes
• Internal promotion rates
• Voluntary turnover reduction
• Organizational effectiveness metrics
• Change initiative success rates
• Employee retention
• Learning program effectiveness
• Culture assessment results
• Strategic initiative implementation

Physical Requirements

• Ability to travel as needed.
• Ability to conduct presentations and facilitate workshops.
• Ability to work in a standard office or hybrid work environment.
• Occasional evening or weekend work may be required to support organizational initiatives.

Additional Requirements

• Valid Michigan driver's license required.
• Education verification
• Ability to pass pre-employment drug screen, background and reference checks and be insurable under the agency's automobile insurance policy.

Compensation Level
This is a senior executive leadership position requiring exceptional strategic leadership, organizational development expertise, executive coaching experience, and the ability to influence organizational performance across all levels. The Vice President of Organizational Development is expected to serve as a key strategic partner to the CEO and executive leadership team while building an engaged, high-performing, and future-ready workforce.