Senior Director, Organizational Development & Effectiveness

Revolution Medicines•Redwood City, CA

8h•Hybrid

About The Position

Revolution Medicines is a late-stage clinical oncology company developing novel targeted therapies for patients with RAS-addicted cancers. The company's R&D pipeline comprises RAS(ON) inhibitors currently in clinical development. As Senior Director, Organizational Effectiveness, you will be a strategic and enterprise-minded leader responsible for building and scaling the Organizational Development and Effectiveness function. This role will define and drive the long-term strategy for leadership effectiveness, team performance, and organizational health to support rapid growth and strengthen the company's mission-driven, values-aligned culture. You will partner closely with HR Business Partners, Learning & Development, and Senior Leaders across all functions and regions to deliver high-impact organizational programs and solutions to drive team effectiveness. The position involves designing a scalable, data-informed approach that leverages both internal capabilities and an external network of coaches and facilitators to meet evolving business needs, ensuring leaders and teams are equipped to operate effectively at scale. This function will lead both functional programs and cross-functional matrix team programs, defining and evolving best practices for team launch, ways of working, and conflict resolution.

Requirements

15+ years of progressive experience in OD, talent development, or related fields, including significant experience operating at the executive level and driving leadership effectiveness in scaling organizations.
Experience in biotech, pharmaceutical, or life sciences organizations.
Executive coaching certification (e.g., ICF or equivalent) with substantial experience coaching senior leaders and executives.
Highly experienced facilitator with demonstrated ability to lead high-impact sessions with senior leadership teams.
Strength in building content and designing resources and tools to support teams and leaders.
Experience leading an effective OD function in a global environment including building systems and structures, measurement approach and managing facilitators and coaches.
Balance of strategic thinking and approach combined with ability to be fully hands-on, leading execution and delivery.
Ability to influence and advise senior leaders with credibility and confidence. Experience working within or alongside HR COEs in a matrixed environment.
Bachelor’s degree or equivalent experience required.

Nice To Haves

Proven experience building and scaling OD functions or capabilities in a high-growth, global environment and scaling.
Familiarity with integrating OD practices into talent processes (e.g., talent review, succession planning).
Certified in Insights Discovery with experience leveraging the tool and framework for team effectiveness and leader coaching.

Responsibilities

Define and scale the Organizational Development strategy aligned to RevMed’s business priorities and core values, building a global, high-impact OD function.
Lead leadership effectiveness strategy and execution. This includes, where appropriate. executive coaching and building a high-quality external coaching network.
Drive team effectiveness and offsite strategy, partnering with leaders and HRBPs to enhance performance, alignment, and trust through targeted interventions and high-impact off-sites.
Build and manage a scalable network of external coaches and facilitators, ensuring consistency, quality, and alignment with RevMed’s culture and standards.
Strengthen talent and organizational effectiveness practices, partnering across HR to enable high-quality programs such as talent reviews, succession planning, and organizational design.
Embed RevMed’s Core Values into leadership and team practices, reinforcing a collaborative, patient-focused culture across the organization.
Design and deliver customized OD resources, partnering with HRBPs including workshops, leadership sessions, and tools tailored to support team launch, establishing norms, resolving conflicts and navigating stages of team development. Strategy will reflect differing needs for functional and cross-functional project teams.
Leverage systems and insights to scale impact, establishing clear measures of success and continuously improving OD programs and interventions.