Senior Organizational Effectiveness Manager

Box•Redwood City, CA

3h•$146,500 - $171,000•Hybrid

About The Position

Box is the leader in Intelligent Content Management, enabling organizations to fuel collaboration, manage the entire content lifecycle, secure critical content, and transform business workflows with enterprise AI. As an AI-first company, Box is reimagining the way work gets done and needs to anticipate how organizational structures, teams, and individual jobs will evolve. This role is crucial for ensuring the business is set up to thrive and attract top talent. The position involves building the structural backbone of the organization, including job families, leveling criteria, and career frameworks, as well as analyzing organizational data to identify areas for improvement and innovation. This is a consultative architect and builder's role focused on designing and ideating future-of-work frameworks and programs.

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 better frameworks over administering existing ones, with a portfolio of built creations
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