Lead Organizational Development Partner

Rivian is on a mission to keep the world adventurous forever, seeking to attract curious and courageous souls. The Lead Organizational Development Partner will design and operationalize strategies to improve organizational effectiveness and culture, working closely with senior leaders across various environments.

Responsibilities:

• Develop and execute a comprehensive organizational development and health 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
• Build and refine succession planning and talent review protocols for executive and critical roles, including process design, tooling, and cadence, to drive agility into the business
• Partner with Talent Management, HRBPs, and business leaders to identify critical capabilities, gaps, and targeted interventions at organizational, team, and individual levels
• Ensure OD and talent frameworks are integrated with performance, rewards, leadership development, and workforce planning
• 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, measurable, and scalable
• Partner with People Analytics to design, interpret, and socialize organizational health metrics (e.g., spans/layers, attrition patterns, engagement trends, capability maps) to inform iterative improvements
• Provide guidance on goal-setting methodologies, supporting leaders and teams in translating organizational priorities into clear, measurable goals
• Translate enterprise culture and change priorities into function-level roadmaps that reflect local realities while driving toward shared standards
• Act as a trusted consultant to senior leaders and HRBPs, advising on org design, behavior reinforcement, 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
• Partner with People Analytics to design, interpret, and socialize organizational health metrics that inform decisions and measure progress
• Build measurement frameworks and dashboards to assess the impact of OD initiatives and guide iterative improvement
• Provide expertise on OKR (Objectives and Key Results) methodologies, supporting leaders and teams in translating strategy into clear, measurable goals and outcomes