Vice President, Organizational Development

Cardinal Group; Denver, Northern (CO, KY); Hybrid; USD 150,000 - 170,000; Full time

Job summary

Cardinal Group is seeking a Vice President of Organizational Development to design and continuously improve enterprise-wide systems that drive performance and growth. This leader partners with Operations and Shared Services to redesign work, build capability, and accelerate adoption of AI-enabled initiatives that scale the workforce for future demands.

The role oversees the talent lifecycle, ensuring acquisition, learning platforms, and succession plans deliver measurable ROI.

Qualifications

• 10+ years of direct operations management or multi-unit leadership experience, ideally within hospitality, multifamily, or high-touch service industries.
• Value creation track record: connecting talent development initiatives to measurable outcomes
• Change leadership: formal certification or deep practical experience in change management methodologies (Kotter, Prosci) with ability to lead large-scale technology or AI-driven integrations.

Responsibilities

• Redesign work, build organizational capability, and accelerate adoption of initiatives that contribute to targeted improvements.
• Oversee the complete talent lifecycle, aligning acquisition, learning systems, and growth programs to scale the workforce.
• Integrate strategy, technology, and operations to ensure workforce evolves with the business, and drive measurable ROI.

Skills

Operations management

Multi-unit leadership

Change leadership

Data-driven decision making

Product management mindset

Tools

Qualtrics

Cornerstone OnDemand

Spekit

Job description

Vice President, Organizational Development

Job Category: People and Culture

Requisition Number: VICEP019888

• Posted : September 15, 2026
• Full-Time

Locations

Showing 1 location

Description

Position: Vice President, Organizational Development

Compensation: Pursuant to applicable regulations, if this job is performed in a relevant State, the salary range is $150,000-$170,000 plus bonus potential. Eligible to participate in the company benefits plan. We offer health, vision, dental, and pet insurance. We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts.

Position Summary

The Vice President of Organizational Development designs and continuously improves the organizational systems that enable company-wide performance and shape how team members work and grow. This role functions as an enterprise connector, integrating strategy, technology, and operations to ensure the workforce evolves alongside the business.

This leader will partner with Operations and Shared Service executives to redesign work, build organizational capability, and accelerate adoption of initiatives that contribute to the company’s targeted improvements.

This leader oversees the complete talent lifecycle, strategically aligning acquisition to build out our desired culture and scale the workforce for future demands. They act as the driving force behind our performance ecosystem (Cornerstone OnDemand, Spekit, Qualtrics, and Succession Planning), scaling critical proficiencies to keep pace with enterprise transformation. By shifting the paradigm from traditional, one-off training events to embedded, in-the-flow performance support and AI-enhanced tools, they future-proof our teams in real-time. Through the seamless integration of these technologies and high-impact development programs, this VP ensures the Talent and Org Development function delivers a clear, measurable ROI against our core business objectives.

Organizational Architecture: Partner with HR and Shared Services to align and optimize the strategies governing talent acquisition, learning, operations training and engagement to support business velocity and scale.

Strategic Integration: Act as the strategic bridge between HR, Operations, AI Product, and Executive Leadership. Use workforce data to help leaders identify capability bottlenecks, manage change fatigue, and ensure organizational readiness keeps pace with business strategy.

Organizational Capability: Partner with business leaders to redesign roles, skills, expectations, and performance support so team members can effectively combine human judgement with AI-enabled workflows.

Workforce Intelligence: Build practical, lightweight methods for tracking organizational capability using operational data and manager feedback. Build a change champion network of internal advocates trained to help accelerate adoption curves and mitigate resistance.

Complexity & Capacity Governance: Partner with the VP of Strategic Initiatives and executive transformation team to assess the organization’s capacity to absorb change, ensuring initiatives don’t overwhelm teams. Provide leadership with data-driven guardrails on implementation velocity to prevent burnout and protect EBITDA targets.

Leadership Effectiveness: Equip leaders to improve performance rather than simply manage activity. Help leaders build high-performing teams through better coaching, clearer expectations, stronger feedback, and better use of workforce insights.

Onboarding & Engagement: Leverage tools like Qualtrics to launch continuous listening strategies, such as New Hire pulse surveys, eNPS (Employee Net Promoter Score), and stay interviews. Use this data to identify early flight risks, surface friction points in the onboarding journey, and calibrate the employee experience in real-time.

Preferred Qualifications

Operational & Industry Fluency: 10+ years of direct operations management or multi-unit leadership experience, ideally within the hospitality, multifamily, or high-touch service industries.

Value Creation Track Record: Demonstrated experience connecting talent development initiatives to measurable outcomes

Change Leadership: Formal certification or deep practical experience in Change Management methodologies (e.g., Kotter, Prosci) with a proven ability to lead organizations through large-scale technology or AI-driven integrations.

Systems Thinking & Complexity Reduction: Strong ability to analyze complex organizational workflows and design simplified, high-efficiency solutions, interventions, or optimizations.

Product Management Mindset: Experience applying product management principles by delivering iterative value to internal learning softwares and team member growth programs.

Executive Advisory & Sponsorship Influence: Experience partnering with VPs, SVPs and COO to influence organizational design and manage leadership change fatigue.

Data-Driven Decision Making: Proficiency in using workforce intelligence, operational KPIs, and data analytics to isolate performance gaps and steer executive decision making.

Equal Opportunity Employer
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