Senior Organizational Development Manager

Box•Redwood City, CA

4d•$146,500 - $171,000•Hybrid

About The Position

Box is the leader in Intelligent Content Management. Our platform enables organizations to fuel collaboration, manage the entire content lifecycle, secure critical content, and transform business workflows with enterprise AI. We help companies thrive in the new AI-first era of business. Founded in 2005, Box simplifies work for leading global organizations, including JLL, Morgan Stanley, and Nationwide. Box is headquartered in Redwood City, CA, with offices across the United States, Europe, and Asia. By joining Box, you will have the unique opportunity to continue driving our platform forward. Content powers how we work. It’s the billions of files and information flowing across teams, departments, and key business processes every single day: contracts, invoices, employee records, financials, product specs, marketing assets, and more. Our mission is to bring intelligence to the world of content management and empower our customers to completely transform workflows across their organizations. With the combination of AI and enterprise content, the opportunity has never been greater to transform how the world works together and at Box you will be on the front lines of this massive shift. As an AI-first company, we are on a mission to reimagine the way work gets done. We are operating in a time of dramatic disruption and change and must anticipate the ways in which organizational structures, teams and individual jobs will need to evolve. Success will ensure our business is set up to thrive and we will be able to attract and retain the very best talent in the market. We're looking for someone who can build the structural backbone — job families, leveling criteria, career frameworks — and also assess what's happening across a large organization's data and formulate a point of view on what to change and improve. This is a consultative architect and builder's role: you'll be designing frameworks and programs that don't exist yet, and ideating about the future of work.

Requirements

We are an AI-first company. This means you approach your work with a growth mindset and find ways to leverage AI to help make faster, smarter decisions that will 10X your impact at Box.
7+ years of experience across organizational development, talent management, job architecture, or management consulting
You've built job architecture, leveling frameworks, or career ladders from scratch at a company of meaningful scale
You can read organizational data and form a clear, defensible point of view on what it means and what to do about it
You bring real rigor to structural thinking: formal training in industrial-organizational psychology is a plus, but what matters is that you can talk fluently about job analysis, leveling methodology, and organizational design without translation
You have a creative, product-oriented instinct: you'd rather invent a better framework than administer an existing one, and you can point to something you built that didn't exist before you built it
You can operate at both altitudes: structural/theoretical (why this leveling logic holds up) and practical (what a manager does with this on a Tuesday)
You're comfortable in a fast-moving environment with a bias toward action in the face of ambiguity

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