About Rivian Rivian is on a mission to keep the world adventurous forever.

This goes for the emissions-free Electric Adventure Vehicles we build, and the curious, courageous souls we seek to attract.

As a company, we constantly challenge what’s possible, never simply accepting what has always been done.

We reframe old problems, seek new solutions and operate comfortably in areas that are unknown.

Our backgrounds are diverse, but our team shares a love of the outdoors and a desire to protect it for future generations.

Role Summary The Lead Organizational Development Partner will be a key member of Rivian’s Talent Management Center of Excellence, responsible for designing and operationalizing strategies that improve organizational effectiveness, leadership transitions, change agility, and culture.

You will evolve and implement Rivian’s organization design and capabilities frameworks, ensuring we have the right roles, structures, and ways of working to support performance at scale.

This role blends OD strategy, organizational health analytics, and hands-on partnership with senior leaders across engineering, manufacturing, and technology environments.

Why This Role Matters Shape how Rivian operates at scale: Design and refine the organizational frameworks that determine how teams are structured, how decisions get made, and how work flows in a rapidly growing, global EV and tech company.

Turn org health into a business lever: Combine people analytics and organizational diagnostics to help leaders see where structure, capability, and culture are enabling or blocking performance—and what to do about it.

Enable strategic talent decisions: Drive succession, capability, and org design work that directly informs hiring, promotions, leadership investments, and long-range workforce planning.

Connect culture, systems, and strategy: Ensure Rivian’s mission, Compass values, and leadership expectations are embedded in how we design organizations, set goals, and lead change—not just in how we talk about them.

Responsibilities Responsibilities Strategic OD & Organization Design 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.

Succession, Capabilities & Talent Management 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.

Culture, Change & Organizational Health 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.

Consultation, Stakeholder Partnership & Governance 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.

Analytics, Outcomes & Goal Setting 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.

Qualifications Required Qualifications 10+ years of experience in Organization Development, HR Business Partnering, Talent Management, and/or People Analytics in tech-centered and/or engineering, manufacturing, or retail contexts, with a track record of impact at scale.

Demonstrated expertise designing and deploying large-scale organizational, operating, and capability models in complex, matrixed environments.

Applied experience integrating traditional hierarchical models with network-based teaming, decision principles, and ways of working in tech-centered or engineering/manufacturing/retail contexts.

Experience: partnering with technical and operational leaders in engineering, manufacturing, or similar environments.

Strong analytical skills, including the ability to translate people and org data into compelling narratives, root-cause insights, and actionable recommendations for executives.

Proficiency with Workday and comfort working with people data and reporting tools.

Proven ability to influence and coach senior leaders, challenge constructively, and navigate differing perspectives while maintaining trust.

Exceptional written and verbal communication skills with a polished, succinct, and business-oriented style.

Demonstrated strength in program management and operational rigor, including designing and running repeatable processes with clear governance and accountability.

Preferred Qualifications Master’s or PhD in Industrial/Organizational Psychology, Organizational Behavior, or a related field.

Experience: in a public company and/or automotive, advanced manufacturing, or retail environment.

Deep understanding of OKR methodology and its practical application in complex organizations.

Process-oriented mindset with a strong focus on scalable, durable solutions, documentation, and continuous improvement. A proactive, curious operator with genuine passion for organizational effectiveness, leadership, and employee experience.

Pay Disclosure

Salary: Range for Normal, Irvine-based applicants: $176,200 - $220,300 annually (Actual compensation will be determined based on experience, location, and other factors permitted by law).

Equal Opportunity Rivian is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.

All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, ancestry, sex, sexual orientation, gender, gender expression, gender identity, genetic information or characteristics, physical or mental disability, marital/domestic partner status, age, military/veteran status, medical condition, or any other characteristic protected by law.

Rivian is committed to ensuring that our hiring process is accessible for persons with disabilities.

If you have a disability or limitation, such as those covered by the Americans with Disabilities Act, that requires accommodations to assist you in the search and application process, please email us at candidateaccommodations@rivian.com.

Candidate Data Privacy Rivian may collect, use and disclose your personal information or personal data (within the meaning of the applicable data protection laws) when you apply for employment and/or participate in our recruitment processes (“Candidate Personal Data”).

This data includes contact, demographic, communications, educational, professional, employment, social media/website, network/device, recruiting system usage/interaction, security and preference information.

Rivian may use your Candidate Personal Data for the purposes of (i) tracking interactions with our recruiting system; (ii) carrying out, analyzing and improving our application and recruitment process, including assessing you and your application and conducting employment, background and reference checks; (iii) establishing an employment relationship or entering into an employment contract with you; (iv) complying with our legal, regulatory and corporate governance obligations; (v) recordkeeping; (vi) ensuring network and information security and preventing fraud; and (vii) as otherwise required or permitted by applicable law.

Rivian may share your Candidate Personal Data with (i) internal personnel who have a need to know such information in order to perform their duties, including individuals on our People Team, Finance, Legal, and the team(s) with the position(s) for which you are applying; (ii) Rivian affiliates; and (iii) Rivian’s service providers, including providers of background checks, staffing services, and cloud services.

Rivian may transfer or store internationally your Candidate Personal Data, including to or in the United States, Canada, the United Kingdom, and the European Union and in the cloud, and this data may be subject to the laws and accessible to the courts, law enforcement and national security authorities of such jurisdictions.

Please note that we are currently not accepting applications from third party application services.

Responsibilities Strategic OD & Organization Design 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.

Succession, Capabilities & Talent Management 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.

Culture, Change & Organizational Health 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.

Consultation, Stakeholder Partnership & Governance 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.

Analytics, Outcomes & Goal Setting 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.

Required Qualifications 10+ years of experience in Organization Development, HR Business Partnering, Talent Management, and/or People Analytics in tech-centered and/or engineering, manufacturing, or retail contexts, with a track record of impact at scale.

Demonstrated expertise designing and deploying large-scale organizational, operating, and capability models in complex, matrixed environments.

Applied experience integrating traditional hierarchical models with network-based teaming, decision principles, and ways of working in tech-centered or engineering/manufacturing/retail contexts.

Experience: partnering with technical and operational leaders in engineering, manufacturing, or similar environments.

Strong analytical skills, including the ability to translate people and org data into compelling narratives, root-cause insights, and actionable recommendations for executives.

Proficiency with Workday and comfort working with people data and reporting tools.

Proven ability to influence and coach senior leaders, challenge constructively, and navigate differing perspectives while maintaining trust.

Exceptional written and verbal communication skills with a polished, succinct, and business-oriented style.

Demonstrated strength in program management and operational rigor, including designing and running repeatable processes with clear governance and accountability.

Preferred Qualifications Master’s or PhD in Industrial/Organizational Psychology, Organizational Behavior, or a related field.

Experience: in a public company and/or automotive, advanced manufacturing, or retail environment.

Deep understanding of OKR methodology and its practical application in complex organizations.

Process-oriented mindset with a strong focus on scalable, durable solutions, documentation, and continuous improvement. A proactive, curious operator with genuine passion for organizational effectiveness, leadership, and employee experience.