VP, Talent and Organizational Development

ROLE OVERVIEW

Pivot Energy is seeking an experienced People/HR executive to serve as Vice President, People Strategy & Organizational Development and help build the leadership, talent, and organizational capabilities Pivot needs for its next stage of growth.

This leader will serve as a senior People partner to the business, working closely with executives and managers to understand where Pivot is going and help build the workforce, leadership capabilities, and culture needed to get there. The role will develop practical, scalable approaches that help us attract great people, strengthen our leaders, create meaningful opportunities for growth, recognize and reward performance, and navigate organizational change.

This person will also bring strong People judgment and compliance experience. They will help ensure Pivot handles employee concerns fairly and consistently, lead or oversee significant workplace investigations, and build frameworks that allow managers to address performance, development, and workplace issues effectively and appropriately.

Ultimately, we are looking for a leader who understands that taking care of people and building a high-performing business are not competing objectives. This person should be curious about the business, care deeply about people, exercise excellent judgment, and be able to turn what Pivot is trying to accomplish into People strategies that strengthen our culture and advance our mission.

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.

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.

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.

Bachelor’s degree in human resources, organizational development, business, or a related field, or an equivalent combination of education and experience; advanced degree, including a Juris Doctor, preferred