VP, Talent and Organizational Development

Job description

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<p><strong>ROLE OVERVIEW&nbsp;</strong></p>
<p>Pivot Energy is seeking an experienced People/HR executive to serve as Vice President, People Strategy &amp; Organizational&nbsp; Development and help build the leadership, talent, and organizational capabilities Pivot needs for its next stage of growth.&nbsp;</p>
<p>This leader will serve as a senior People partner to the business, working closely with executives and managers to&nbsp; understand where Pivot is going and help build the workforce, leadership capabilities, and culture needed to get there. The&nbsp; role will develop practical, scalable approaches that help us attract great people, strengthen our leaders, create meaningful&nbsp; opportunities for growth, recognize and reward performance, and navigate organizational change.&nbsp;</p>
<p>This person will also bring strong People judgment and compliance experience. They will help ensure Pivot handles&nbsp; employee concerns fairly and consistently, lead or oversee significant workplace investigations, and build frameworks that&nbsp; allow managers to address performance, development, and workplace issues effectively and appropriately.&nbsp;</p>
<p>Ultimately, we are looking for a leader who understands that taking care of people and building a high-performing business&nbsp; are not competing objectives. This person should be curious about the business, care deeply about people, exercise&nbsp; excellent judgment, and be able to turn what Pivot is trying to accomplish into People strategies that strengthen our culture and advance our mission.&nbsp;</p>
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PRIMARY RESPONSIBILITIES
• Partner with executives and business leaders to understand Pivot’s priorities and translate them into effective people, talent, and organizational strategies.

• Build the leadership and organizational capabilities Pivot needs to grow, including strong managers, a healthy leadership pipeline, and thoughtful approaches to performance and development.

• Lead and develop the teams responsible for talent acquisition, workforce strategy, leadership development, and related People programs.

• Shape compensation, rewards, and talent practices in partnership with Finance and leadership to attract, develop, recognize, and retain exceptional people.

• Provide experienced leadership on employee relations, workplace investigations, and People compliance, ensuring concerns and employment matters are handled fairly, consistently, and with sound judgment.

• Partner closely with the broader People & Culture team to connect People strategy with day-to-day employee experience and strengthen Pivot's culture as the company grows.

REQUIRED COMPETENCIES
• Strong business acumen and the ability to understand Pivot’s business and translate business priorities into practical People, talent, and organizational strategies.

• Significant experience across talent management, organizational development, leadership development, performance management, and succession planning.

• Strong employee relations and People compliance experience, including experience leading or overseeing workplace investigations and navigating sensitive employee matters.

• Demonstrated ability to build trusted relationships, exercise sound judgment, and influence executives, managers, and cross-functional partners.

• Experience designing practical, scalable frameworks and programs that strengthen manager capability, employee development, performance, and organizational effectiveness.

• Strong organizational design and change-management capability, including experience helping leaders and teams navigate growth and transition.

• Working knowledge of compensation and rewards strategy and the ability to partner effectively with Finance and leadership on compensation decisions and frameworks.

• Excellent communication, facilitation, and coaching skills, including the ability to handle complex and sensitive matters with discretion and empathy.

• Collaborative, approachable, and people-centered leadership style, with the ability to balance care for employees, accountability, compliance, and business needs.

PREFERRED COMPETENCIES
• At least 10 years of progressively responsible experience in People/HR, employment law, employee relations, organizational development, or a related field, including meaningful leadership experience and experience advising senior executives.

• Demonstrated success across multiple areas of People leadership, such as talent and organizational development, employee relations, leadership development, compensation, performance, and organizational change.

• Experience working in a growing or evolving organization and building People practices that can scale with the business.

• Experience using workforce, engagement, and talent data to identify organizational needs, inform decisions, and measure impact.

• SHRM-SCP, SPHR, JD, or relevant organizational development, coaching, or change-management credential preferred.

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