Senior Organizational Development Manager

Box • Redwood City, CA

4d • Hybrid

About The Position

As an AI-first company, Box is on a mission to reimagine the way work gets done. In a time of dramatic disruption and change, it's crucial to anticipate how organizational structures, teams, and individual jobs will need to evolve to ensure the business thrives and attracts top talent. This role is responsible for building the structural backbone of the organization, including job families, leveling criteria, and career frameworks. It involves assessing organizational data to identify areas for improvement and formulating strategies for change. This is a consultative role focused on designing and building new frameworks and programs, with a forward-looking perspective on the future of work.

Requirements

• 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

Nice To Haves

• Formal training in industrial-organizational psychology is a plus

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

Benefits

• equity
• benefits

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed