Director, Organizational Development Partner

Revolution Medicines•Redwood City, CA

1d•$211,000 - $264,000•Onsite

About The Position

Revolution Medicines is seeking an experienced Director, Organizational Development Partner to serve as the primary organizational development and effectiveness (OD&E) consulting partner to its Research and Development functions. This individual contributor will partner with senior leaders and Human Resources Business Partners (HRBPs) to diagnose organizational needs, strengthen leadership and team effectiveness, and guide organization design and change initiatives. The Director will design and deliver high-impact sessions, engage external specialists when appropriate, and develop reusable tools that enable leaders and HRBPs to address common needs at scale. The role reports to the Senior Director, Organizational Development & Effectiveness and is based at the Redwood City headquarters. The position leads OD&E consulting engagements for Clinical Development and Research, conducts organizational diagnostics, consults on organization design and significant organizational changes, and designs leadership-team and team-effectiveness engagements. It also provides targeted leadership coaching and consultation, applies evidence-informed OD methodologies, partners with Learning & Development and Culture & Engagement, develops reusable OD resources, enables HRBPs, oversees external consultants, measures engagement effectiveness, and manages a portfolio of concurrent engagements. The role is based onsite at the Redwood City headquarters. The base pay salary range for this full-time position is $211,000–$264,000 USD for candidates working onsite in Redwood City, with the range adjusted for the local market where a candidate is based. Total rewards include competitive cash compensation, robust equity awards, strong benefits, and significant learning and development opportunities.

Requirements

Bachelor’s degree in organizational development, industrial/organizational psychology, human resources, business, or a related discipline, or equivalent relevant experience.
10 or more years of progressive experience in organizational development, organizational effectiveness, leadership development, or internal/external organizational consulting.
Demonstrated success advising senior leaders and HRBPs on complex organizational and team challenges.
Strong hands-on experience in organizational diagnosis, organization design, team effectiveness, facilitation, and change management.
Ability to design and facilitate high-impact leadership and cross-functional team sessions and translate diagnostic insights into practical recommendations.
Effective leadership coaching and consulting skills, including sound judgment in sensitive or confidential situations.
Strong stakeholder influence, communication, project management, and analytical skills, with the ability to manage multiple priorities in a fast-paced, matrixed environment.
Experience developing and applying practical OD tools, frameworks, and measures of engagement effectiveness.

Nice To Haves

Advanced degree in organizational development, industrial/organizational psychology, organizational behavior, or a related field.
Experience in biotechnology, pharmaceuticals, life sciences, or scientific and technical organizations, particularly Research, Manufacturing, or Clinical Development.
Certification in Insights Discovery, Organizational Design Frameworks, team diagnostics such as Peter Hawkin’s model, ADKAR, or Change Navigator.
Experience with global, matrixed organizations, alliances, and cross-functional development teams.
Experience building scalable HRBP enablement resources and managing external OD consultants or facilitators.

Responsibilities

Lead OD&E consulting engagements for Clinical Development and Research, aligning scope, outcomes, and interventions with functional business priorities and HRBP partners.
Conduct organizational diagnostics through stakeholder interviews, data review, and facilitated assessment; synthesize findings and recommend practical improvements to structure, roles, decision rights, and operating rhythms.
Consult on organization design, leadership transitions, cross-functional collaboration, and significant organizational changes; support leaders in planning and implementing effective transitions.
Design and facilitate leadership-team and team-effectiveness engagements, including new leader and team integration, strategic offsites, team charters, operating principles, conflict navigation, and alignment sessions.
Provide targeted leadership coaching and consultation; partner with HRBPs and the OD&E team to connect leaders with external coaching resources when appropriate.
Use evidence-informed OD methodologies and assessment tools to strengthen team awareness, trust, collaboration, and execution.
Partner with Learning & Development and Culture & Engagement to connect functional needs to existing company programs, tools, values, and leadership frameworks.
Build and refine reusable OD resources, diagnostics, facilitator guides, and HRBP toolkits that support consistent delivery and appropriate self-service.
Enable HRBPs through case consultation, co-design, and selective co-facilitation, while maintaining clear boundaries with HRBP and Employee Relations responsibilities.
Scope and oversee assigned external OD consultants and facilitators, ensuring clear deliverables, quality, confidentiality, and alignment with company standards.
Define engagement objectives and measures, gather stakeholder feedback, assess follow-through, and share organizational insights with the Senior Director and HR partners.
Manage a portfolio of concurrent engagements and coordinate tracking, logistics, and reporting with OD&E program operations support.