Senior Organizational Development Manager

Box•Chicago, IL

4d•$135,000 - $171,000•Hybrid

About The Position

Box is seeking a Senior Organizational Development Manager to build the structural backbone of the organization, including job families, leveling criteria, and career frameworks. This role involves assessing organizational data, formulating strategies for improvement, and designing new frameworks and programs. The position is crucial for ensuring Box is set up to thrive and attract top talent in an AI-first era. As an AI-first company, Box is reimagining the way work gets done and needs to anticipate the evolution of organizational structures, teams, and jobs. This role will be instrumental in this transformation by creating the foundational elements of organizational design and development.

Requirements

7+ years of experience across organizational development, talent management, job architecture, or management consulting
Experience building job architecture, leveling frameworks, or career ladders from scratch at a company of meaningful scale
Ability to read organizational data and form a clear, defensible point of view on what it means and what to do about it
Rigor in structural thinking; formal training in industrial-organizational psychology is a plus, but fluency in job analysis, leveling methodology, and organizational design is essential
Creative, product-oriented instinct; preference for inventing new frameworks over administering existing ones
Ability to operate at both structural/theoretical and practical levels
Comfort operating in a fast-moving environment with a bias toward action in the face of ambiguity
Approaches work with a growth mindset and leverages AI for faster, smarter decisions

Nice To Haves

Formal training in industrial-organizational psychology

Responsibilities

Serve as a core architect on the redesign of Box's job architecture: job families, leveling criteria, and career ladders that hold up across functions and scale with the business — build from scratch where none exist, and rebuild where the current ones call for an evolution
Build and evolve career frameworks that define what capability looks like at each level, including how expectations shift as roles change, and partner directly with leaders and People Partners to drive adoption
Analyze trends in people and organizational data across a large, complex org (attrition patterns, leveling distribution, span and layer, capability gaps) and use that analysis to identify areas of opportunity and determine what to build next
Apply job architecture and leveling expertise to a workforce being reshaped by AI, understanding how augmentation shifts the definition of expertise at each level
Act as the structural counterpart to internal teams like Comp and Legal, and partner with HR and business leaders piloting new structures
Take ownership of additional talent and org development programs as they arise — from framework design through rollout, facilitation, and iteration