Diagnose current-state org and talent processes (e.g., role clarity, role leveling, role architecture, organization structure and design) using structured OD frameworks and evidence-based methods
Review and redesign role architecture elements: role definitions, job families, leveling principles, scope/impact markers, and governance
Identify process gaps and friction points across interconnected systems (performance, promotions, workforce planning, capability building, org structure changes), and recommend improvements based on primary and secondary research
Build practical artifacts: design principles, process maps, governance/decision matrices, and implementation-ready guidance
Translate research into practice by bringing relevant academic insights, benchmarking, and a clear point of view on what “good” looks like
Support stakeholder alignment through crisp narratives, proposals, and facilitation in working sessions

The ideal candidate should be pursuing a major in organizational psychology, human resource management, or organizational development, along with PHD in related fields
Expertise in talent management, organization design, org development, job architecture/leveling, or adjacent areas
Strong ability to conduct primary and secondary research and to synthesize qualitative + quantitative inputs into clear recommendations
Exceptional written and verbal communication skills, can build strong narratives, proposals and enabling materials
Comfort operating in ambiguity, with strong stakeholder instincts and professionalism

Remote eligible states include: NY, NJ, MA, MN, IL, FL, TX, OH, PA, CT, NC, CA, GA

Organizational Development Intern

Key skills