Lead, Talent & Organizational Development

Justworks•New York, NY

2d•$166,000 - $214,000•Onsite

About The Position

Justworks is seeking a strategic and innovative Lead, Talent & Organizational Development to help shape how our organization evolves as work, technology, and business continue to change. This role will lead the evolution of our organizational design, talent management, and performance management practices, helping Justworks transition from traditional, role-based structures to dynamic, capability-based organizations that combine human judgment with AI-enabled execution. As an internal expert in organizational design and organizational effectiveness, you will help leaders think differently about how work gets done by reimagining operating models, decision making, workforce capabilities, and the interaction between people and AI. Your work will ensure our organization continues to scale with clarity, agility, and organizational leverage. This role reports to the Director, Talent & Organizational Development.

Requirements

7+ years of experience in organizational development, organizational design, talent management, workforce planning, performance management, or related disciplines.
Experience operating in high-growth, technology, or rapidly evolving business environments.
Demonstrated expertise leading talent review, succession planning, talent segmentation, and performance management processes.
Experience designing organizational structures, operating models, or workforce planning solutions.
Strong understanding of how AI, automation, and emerging technologies are reshaping workforce design and talent practices.
Experience building and implementing scalable talent and performance management systems.
Proven ability to influence senior leaders and drive organizational change.
Strong analytical skills with experience leveraging workforce and talent data to drive decisions.
Exceptional facilitation, communication, and stakeholder management skills.
Demonstrated ability to manage complex cross-functional initiatives from strategy through execution.
Strong intellectual curiosity, growth mindset, and commitment to continuous improvement.
Commitment to fostering inclusive talent systems and integrating DEIB principles throughout organizational and talent practices.

Responsibilities

Lead Organizational Design for an AI-Enabled Workforce: Design future-state organizations that thoughtfully integrate AI-enabled workflows, automation, and human-AI collaboration while improving organizational effectiveness, speed, and decision quality in close partnership with the Director, TOD. Lead organizational design initiatives that align business strategy, operating models, talent, and workforce capabilities by partnering with our Business/Functional Leaders and People Business Partners. Move organizational design beyond reporting structures by shaping how work flows across the organization, including: Operating models, Workflow design, Decision-rights architecture, Team interfaces and operating rhythms, Human and AI role orchestration, Cross-functional collaboration. Support strategic workforce planning efforts by translating business strategy into future workforce capability, organizational design, and talent requirements.
Own Organizational & Talent Review Processes: Lead enterprise Organizational & Talent Reviews (OTRs) that align business strategy, organizational design, workforce planning, and talent decisions in close partnership with the Director, TOD. Drive talent segmentation, critical role identification, and succession planning processes. Partner with People Business Partners and leaders to assess organizational health, talent risks, and future capability needs. Build actionable development and succession plans for key talent populations and strengthen leadership accountability for talent development and succession readiness.
Evolve Career Growth Through Skills-Based Talent Architecture: Lead the evolution of the Justworks Career Journey (JCJ) framework from a role-based model to a skills- and capability-based architecture. Collaborate closely with Total Rewards to continuously align our JCJ framework and job architecture. Partner across People, Technology, and business functions to identify critical future skills required in an AI-enabled workplace. Design frameworks that increase transparency into career growth opportunities and support internal mobility.
Own Performance Management Strategy & Execution: Continuously evolve performance management practices to reflect changing business needs, AI-enabled ways of working, and a culture of continuous growth, accountability, and high performance. Lead company-wide goal-setting, performance review cycles, calibration processes, and talent assessment discussions. Explore how AI can improve the quality, consistency, and effectiveness of performance conversations while keeping human judgment at the center of talent decisions. Build manager capability in feedback, coaching, performance conversations, and talent evaluation. Partner with leaders to reinforce a culture of accountability, continuous feedback, and high performance.
Drive Data-Informed Talent Decisions: Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions. Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent. Partner with People Analytics to identify trends and provide recommendations that improve organizational performance. Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
Serve as a Strategic Organizational Effectiveness Consultant: Act as a trusted advisor to leaders on organizational effectiveness, workforce design, talent strategy, and performance. Diagnose organizational challenges and recommend scalable solutions that balance business outcomes and employee experience. Lead change management efforts associated with new organizational structures, talent practices, and performance systems. Influence stakeholders across all levels of the organization to drive adoption and sustained behavior change. Support the TOD portfolio of work across Leadership Development, Learning & Development and Engagement, as needed.