Organizational Development Specialist

Din Tai Fung North America•Arcadia, CA

17h•$107,500 - $134,300•Hybrid

About The Position

The Organizational Development Specialist is a high-impact individual contributor who helps strengthen our talent, culture, and organizational capabilities as the business grows and evolves. Reporting to the Talent & Culture Leader, this role partners across the Restaurant Support Center (RSC) and restaurant operations to support and advance key talent and organizational development priorities, including talent planning, employee engagement, performance enablement, recognition, organizational design, coaching, and other enterprise talent initiatives. This role is ideal for someone who is energized by a fast-moving environment, enjoys solving problems that do not always come with a playbook, and can turn ideas, data, and business needs into practical solutions. The Organizational Development Specialist will be expected to independently manage significant bodies of work, ask thoughtful and sometimes challenging questions, surface insights others may not immediately see, and bring ideas forward rather than waiting for direction. The successful candidate combines strong execution with curiosity and creativity. They can move quickly without sacrificing quality, manage multiple priorities at once, build strong relationships across levels and functions, and confidently facilitate conversations with leaders and teams. They are highly resourceful, receptive to feedback, comfortable working through ambiguity, and motivated by the opportunity to build solutions that can scale with a high-growth organization.

Requirements

Bachelor's degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Business, Organizational Leadership, or a related field, or equivalent relevant professional experience.
5+ years of experience in organizational development, talent management, learning and development, HR, organizational effectiveness, people analytics, consulting, or a related discipline.
Demonstrated experience independently managing projects or programs from concept through execution.
Strong analytical skills with the ability to work with employee or talent data, identify patterns and insights, and translate findings into clear recommendations.
Demonstrated experience facilitating meetings, workshops, or group discussions.
Strong written, verbal, presentation, and interpersonal communication skills.
Ability to develop high-quality presentations, tools, resources, communications, and other work products with strong attention to detail.
Demonstrated ability to manage a high volume of work, balance competing priorities, and deliver quality results in a fast-paced environment.
Strong problem-solving skills and demonstrated resourcefulness when working through unfamiliar or ambiguous challenges.
Ability to work independently with limited direction while knowing when to seek input, alignment, or support.
Demonstrated ability to build effective working relationships with stakeholders across functions and organizational levels.
Receptive to feedback and able to quickly incorporate feedback into work without losing momentum.

Nice To Haves

Graduate Degree in Organizational Development, or a related field.
Experience supporting talent planning, succession planning, performance management/performance enablement, employee engagement, recognition, organizational design, or related talent processes.
Experience analyzing employee survey data and translating results into business insights and actions.
Experience supporting both corporate and field-based, frontline, retail, hospitality, restaurant, or multi-unit employee populations.
Experience designing or improving enterprise-wide programs, processes, tools, or resources.
Experience working in a high-growth, rapidly changing, or highly entrepreneurial organization.
Experience with HRIS, employee engagement, talent management, performance management, or people analytics platforms.
Experience using data visualization tools or developing dashboards and executive-ready reporting.
Formal training or certification in coaching, facilitation, change management, assessment tools, or related disciplines is a plus.

Responsibilities

Support and manage talent planning processes across restaurant operations and RSC, partnering with leaders to identify talent strengths, risks, succession needs, development opportunities, and critical talent priorities.
Develop tools, materials, data views, and insights that help leaders engage in meaningful talent discussions and make informed people decisions. Identify themes and trends across talent data and translate findings into actionable recommendations.
Support organizational design and organizational effectiveness work as business needs arise, including role clarity, team structures, spans and layers, capability needs, and change considerations.
Partner with the Talent & Culture Leader and business leaders to turn talent discussions into clear actions and follow-through.
Ask thoughtful questions and respectfully challenge assumptions to help leaders consider different perspectives and reach stronger talent and organizational decisions.
Manage the execution of the organization's performance enablement process, including key milestones, communications, tools, resources, system coordination, and leader support.
Partner with the Talent & Culture Leader to continually evaluate and evolve performance practices based on business needs, leader feedback, employee experience, and organizational priorities.
Develop scalable tools and resources that help leaders set expectations, provide meaningful feedback, support development, and differentiate performance.
Monitor process effectiveness and participation, identify gaps or opportunities, and recommend improvements.
Serve as a trusted resource to leaders and Team-Member relations Partners navigating performance-related processes and questions.
Manage the employee engagement survey process, including planning, communications, administration, reporting, leader resources, and action-planning support.
Analyze quantitative and qualitative engagement data to identify trends, patterns, opportunities, and areas requiring deeper exploration.
Translate complex data into clear, compelling insights that leaders can understand and act on.
Develop presentations, reports, dashboards, and other materials that help tell the story behind the data.
Facilitate engagement results in conversations and action-planning sessions with leaders and teams.
Continuously identify ways to strengthen the organization's approach to listening, insight generation, and action planning.
Manage the organization's recognition program and continue to identify opportunities to increase its reach, relevance, consistency, and impact.
Use participation data, employee feedback, and business insights to evaluate program effectiveness and recommend enhancements.
Develop communications, resources, campaigns, and experiences that strengthen recognition across restaurants and RSC.
Partner cross-functionally to ensure recognition programs are operationally practical, culturally relevant, and scalable.
Look beyond existing practices and bring forward creative ideas that strengthen the employee experience and reinforce the desired culture.
Design and facilitate meetings, talent discussions, workshops, listening sessions, and other experiences for employees and leaders across levels.
Present information and recommendations in a clear, engaging, credible, and audience-appropriate way.
Provide coaching and thought partnership to leaders as appropriate and with support from the Talent & Culture Leader.
Create environments where leaders can challenge assumptions, explore new perspectives, and work through complex organizational or talent issues.
Build trusted relationships while maintaining the ability to provide candid feedback and constructive challenge.
Lead or contribute to additional organizational development, talent management, culture, change, and employee experience initiatives as business priorities evolve.
Manage multiple projects simultaneously, developing clear work plans, timelines, deliverables, stakeholder strategies, and measures of success.
Research emerging practices and external trends and determine where they may be relevant to the organization.
Rapidly develop solutions when limited precedent, information, or infrastructure exists.
Create programs, processes, tools, and resources with scalability and repeatability in mind rather than relying on one-time solutions.
Bring structure and momentum to ambiguous work and proactively identify what is needed to move initiatives forward.

Benefits

Competitive Pay & Benefits
Employer Contribution for individuals and eligible dependents' medical insurance
Dental, Vision, and Life Insurance
Health Savings Account (HSA)
Commuter Spending Accounts
401(k) Plan with company match
Employee Assistance Program
Discounts through BenefitHub
Employee Meal Discounts
Paid Time Off (PTO) to support work-life balance (accrued based on length of service)
Paid Sick Leave (PSL) to care for your health or loved ones
Quarterly Wellness Days - extra time off to recharge every season
Bonus Eligible
Opportunities for growth; we love promoting within