Organizational Development Manager

We are working with a fast paced, publicly traded biotech company who is seeking a highly organized, collaborative, and detail-oriented Specialist, Organizational Development & Effectiveness Program Management to support the growth and evolution of an Organizational Development & Effectiveness (OD&E) function.

The OD&E team partners across the organization to strengthen leadership effectiveness, team effectiveness, organizational design and development, change effectiveness, talent management, and leadership coaching. As the organization continues to grow and evolve, this role will help build and manage the processes, tools, systems, and infrastructure that enable the OD&E function to deliver high-quality support at scale.

This opportunity is ideal for someone who combines strong program and project management capabilities with excellent attention to detail, comfort working with data and systems, and a genuine interest in organizational development, leadership, and talent management.

The Specialist will collaborate closely with OD&E leaders and team members, HR Business Partners, Finance, Procurement, external coaches and consultants, and other HR partners.

Highlights:

• Hybrid schedule from their Redwood City office (3-days onsite minimum)
• Pay is up to $80/hr
• Starts ASAP
• 6+ months in length but could extend

Key Responsibilities:

OD&E Program & Portfolio Management

• Coordinate and maintain the OD&E engagement portfolio, including intake, tracking, timelines, stakeholders, resources, status updates, and follow-up.
• Maintain accurate portfolio information and provide visibility into active engagements, demand, capacity, and upcoming priorities.
• Develop and maintain practical program management tools, templates, trackers, and standard operating procedures.
• Coordinate project plans, milestones, meetings, communications, and follow-up actions for key OD&E initiatives.
• Support the development and maintenance of OD&E resources, toolkits, playbooks, and self-service materials.
• Partner with OD&E team members to create scalable tools and frameworks that can be consistently leveraged by HR partners, consultants, and business stakeholders.
• Coordinate organizational and team effectiveness assessments, diagnostic tools, and other OD&E resources.

Coaching & External Partner Operations

• Coordinate the operational aspects of leadership coaching programs, including intake, coach availability, matching, engagement tracking, and completion.
• Maintain organized, secure, and appropriately permissioned documentation, collaboration resources, tools, and program materials.
• Coordinate with Procurement, Legal, Finance, and internal stakeholders on contracts, statements of work, purchase orders, invoices, and related processes.
• Support preferred-provider processes, standard rates, engagement expectations, and operating guidelines.
• Track utilization, spend, engagement status, and other key information across external coaching and consulting partners.
• Support consistent processes while allowing appropriate flexibility for regional and business-specific needs.

Metrics, Reporting & Continuous Improvement

• Maintain OD&E dashboards and scorecards covering areas such as portfolio demand, coaching utilization, external partner activity, spend, stakeholder experience, and engagement outcomes.
• Coordinate surveys and follow-up measurement for OD&E and coaching engagements.
• Compile qualitative and quantitative information and translate insights into clear reports and presentations for HR and business stakeholders.
• Identify trends, process gaps, and opportunities to simplify, streamline, or improve OD&E operations.
• Support the development of baseline metrics and increasingly mature measures of organizational effectiveness as the function evolves.

Budget & Operational Support

• Maintain the OD&E budget, commitments, invoices, and forecasted external spending.
• Partner with Finance and OD&E leadership on budget planning, forecasting, reconciliation, and reporting.
• Coordinate chargebacks or cost allocation processes, where applicable.
• Maintain organized and accessible documentation for engagements, vendors, tools, and program resources.
• Support scheduling, planning, and logistics for OD&E programs, meetings, workshops, and events.
• Help ensure operational processes enable efficient, high-quality delivery without creating unnecessary administrative burden.

Cross-Functional Partnership

• Build strong working relationships across HR and the broader organization to support clear handoffs, roles, responsibilities, and ways of working.
• Partner with Learning & Development, Culture & Engagement, Talent, and other HR colleagues to maintain alignment across shared tools, content, frameworks, and employee experiences.
• Help connect OD&E resources with existing HR technology, platforms, and self-service resources.
• Support consistent communication and access to OD&E tools and resources for HR partners, leaders, and teams.
• Contribute to a culture of continuous improvement, collaboration, and scalable people practices.

Required Skills, Experience & Education

• Bachelor’s degree in Human Resources, Business, Organizational Development, Psychology, Communications, or a related field; equivalent relevant experience will also be considered.
• 5+ years of experience in program management, project management, Human Resources, Talent Management, Organizational Development, Learning & Development, People Operations, or a related field.
• Strong program and project management skills, with the ability to manage multiple workstreams, stakeholders, timelines, and deliverables simultaneously.
• Excellent organizational skills and strong attention to detail.
• Strong analytical skills and comfort working with data, metrics, spreadsheets, and dashboards.
• Experience with Workday or other HR technology platforms.
• Experience with virtual collaboration and communication tools such as Zoom or Microsoft Teams.
• Strong written and verbal communication skills.
• Demonstrated ability to build effective working relationships across functions and organizational levels.
• Ability to work independently, exercise sound judgment, and navigate ambiguity in a fast-paced and evolving environment.
• Ability to appropriately handle sensitive and confidential employee and organizational information.
• Genuine interest in organizational development, leadership, talent management, and building scalable people practices.
• Experience creating dashboards, scorecards, reports, or program metrics.
• Experience working in biotechnology, pharmaceutical, life sciences, technology, or another fast-growing and evolving environment.
• Experience supporting programs across multiple regions or working with global stakeholders.
• Experience developing process documentation, playbooks, templates, toolkits, or self-service resources.