Position: Senior Director, Talent & Organizational Effectiveness
Employer: Vitamin Angel Alliance, Inc. (VA)
Department: People & Culture
Location: Remote U.S.
Compensation: $170 - $190k
About Vitamin Angels
Vitamin Angels (VA) is a 501(c)3 non-profit, global public health organization working to improve nutrition worldwide. VA works directly with local organizations, including governments, to reach nutritionally vulnerable populations – pregnant women, infants, and young children – who are underserved by existing systems. Since 1994, VA has been delivering evidence-based nutrition interventions and providing technical assistance to reach more than 70 million women and children in low-resource settings annually.
Vitamin Angels is an equal opportunity employer committed to fostering a workplace that values diversity, equity, inclusion, and belonging. We are a dedicated group of individuals who strive to create a supportive environment where all individuals have access to equal opportunities to succeed, regardless of background, identity, or perspective. Our efforts aim to ensure fairness and mutual respect for all employees, promoting a culture of belonging and professional growth.
Role or Purpose of Position
The Senior Director, Talent & Organizational Effectiveness serves as the strategic architect of Vitamin Angels' talent, leadership, and organizational effectiveness strategy. As a key member of the People & Culture leadership team, this individual serves as a strategic thought partner to the Vice President, People & Culture and a trusted advisor to leaders across the organization. They develop a deep understanding of Vitamin Angels' mission, strategy, operating model, workforce, and organizational priorities, enabling them to translate business needs into talent, leadership, and organizational effectiveness solutions.
The Senior Director, Talent & Organizational Effectiveness leads the design and execution of enterprise talent, leadership, and organizational effectiveness strategies that strengthen leadership capability, workforce effectiveness, and organizational health.
Major Duties and Responsibilities
Talent & Leadership Strategy
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Lead the design and evolution of enterprise talent, leadership, and organizational effectiveness strategies aligned to business priorities
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Develop scalable frameworks for leadership development, workforce capability, and organizational effectiveness
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Partner with the VP, People & Culture on long-term workforce and succession planning.
Talent Lifecycle (Hire-Develop-Perform-Grow)
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Oversee the full talent lifecycle, including talent acquisition, leadership development, succession planning, performance management, and career development frameworks.
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Design and implement competency-based talent practices, including hiring, assessment, and development methodologies
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Lead talent review, succession planning, and high-potential development strategies
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Ensure consistency and effectiveness of performance management, career pathing, and manager enablement tools.
Organizational Effectiveness & Change
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Lead organizational effectiveness and change initiatives that improve role clarity, decision-making, team effectiveness, and organizational alignment.
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Develop tools, frameworks, and leader capability to support sustainable transformation and growth.
Employee Engagement & Insights
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Oversight of engagement strategy, organizational listening, and employee experience initiatives
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Analysis of organizational trends and partnership with leadership on action planning and culture strengthening efforts
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Lead organizational listening, engagement strategy, and employee experience initiatives, leveraging data and insights to inform action planning and strengthen culture.
Leadership Responsibilities
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Act as a trusted advisor to senior leaders, influencing decisions through data, insights, and strong business partnership while coaching leaders on talent and organizational challenge.
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Serve as a strategic thought partner to the VP, People & Culture on organizational strategy, talent priorities, leadership effectiveness, and workforce planning.
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Represent the VP, People & Culture and/or the People & Culture function in leadership discussions, cross-functional initiatives, and organizational planning efforts as appropriate.
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Coach leaders and managers on organizational, leadership, and talent-related challenges.
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Lead enterprise-wide initiatives that support organizational growth, effectiveness, and strategic execution
Other duties
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Perform other duties as assigned.
Level of Decision-Making
Within the bounds of VA’s mission, values and policies, and sound professional practices, the Sr. Director, Talent & Organizational Effectiveness has the discretion to use independent judgment to make decisions of significant consequence that affect VA clients, partners, and employees.
Organizational Relationships
VA operates under a collaborative, matrix management model. The Sr. Director, Talent & Organizational Effectiveness establishes their own daily work priorities and ensures that all responsibilities are conducted consistent with accepted best practices, sound professional judgment and within an established schedule and budget.
Reports to:
VP, People & Culture
Supervises:
Talent Acquisition Specialist
Primary working relationships:
CEO; SLT; People Managers; People & Culture Team; External Consultants & Strategic Partners
Travel required:
Approximately 10-15%, including leadership meetings, organizational gatherings, and occasional Board-related activities.
Knowledge, Skills and Abilities (Minimum, Necessary, and Desired)
Minimum:
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Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, Leadership, or related field.
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Master's degree preferred.
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12+ years of progressive experience in Human Resources, Talent Management, Organizational Effectiveness, Organizational Development, Leadership Development, or related disciplines.
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5+ years designing and leading enterprise talent, leadership development, organizational effectiveness, or talent management initiatives.
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SHRM-CP, SHRM-SCP, PHR, or SPHR certification required.
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Demonstrated experience designing and implementing talent and organizational effectiveness frameworks at scale.
Necessary:
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Strong strategic business partnership skills, with the ability to translate organizational priorities into talent, leadership, and organizational effectiveness solutions.
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Significant experience within a nonprofit, international development, global health, humanitarian, foundation, or similar mission-driven organization with more than 100 employees.
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Proven ability to design enterprise-wide frameworks, systems, and processes.
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Experience supporting globally distributed workforces and/or international teams.
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Deep expertise in talent management, leadership development, succession planning, organizational effectiveness, and workforce capability development.
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Strong business acumen and the ability to quickly develop deep understanding of organizational strategy, operations, and workforce needs.
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Experience supporting organizations through significant growth, transformation, organizational redesign, or workforce evolution.
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Experience developing competency models, career frameworks, leadership development programs, performance management systems, and talent review processes.
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Exceptional facilitation, communication, and stakeholder influence skills, with the ability to drive alignment across all levels.
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Strong analytical and problem-solving capabilities with experience leveraging workforce data and organizational insights.
Ability to navigate ambiguity, create structure, and drive results in evolving environments.
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Physical/Travel Requirements
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Ability to lift, or carry, approximately 20-40 lbs. on a regular basis.
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Ability to remain seated and/or stationary for extended periods of time, including but not limited to prolonged air travel, and general job assignments performed at a desk.
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Must have a valid passport, necessary travel visas, government-issued identification and the ability to travel internationally
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Ability to walk or hike in conditions which may include uneven surfaces, inclinations, stairs, extreme weather, long distances, elevation changes or extremes, and/or other conditions associated with foreign travel.
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Ability to receive necessary vaccines and medication for travel to certain countries.
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Ability to manage stress, including but not limited to, stress resulting from local and foreign travel, large crowds, open spaces, shared office space, and daily activities with reasonable accommodations.
Desired:
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Certification in DiSC, Hogan, MBTI, 5 Behaviors, or other leadership assessment methodologies.
