Vice President / Organizational Development

Goodwill Industries of Southwestern Michigan; Kalamazoo (MI); On-site; USD 140,000 - 220,000; Full time

Job summary

Goodwill Industries of Southwestern Michigan in Kalamazoo, MI seeks a Vice President of Organizational Development to design and implement organization-wide initiatives that strengthen leadership, workforce capability, culture, and change management. You will partner with senior leadership to align people strategies with business objectives and ensure leadership capacity across the organization.

The VP of OD provides vision for leadership development, succession planning, performance management,

Qualifications

• Bachelor’s Degree and/or Master’s in Organizational Development, Human Resources or related field.
• Experience partnering with executive leadership and boards.
• Minimum 15–20 years in OD/HR leadership with enterprise transformation.
• 7–10 years leading organizational development in complex organizations.

Responsibilities

• Develop and lead enterprise-wide organizational development strategies.
• Provide coaching, succession planning, and leadership development.
• Guide talent management, workforce planning, and internal mobility.
• Direct enterprise learning strategies and leadership academies.
• Lead change management initiatives and communication strategies.
• Strengthen organizational culture, engagement, DEIB, and accountability.
• Oversee performance management systems and competency frameworks.
• Establish KPIs, analyze workforce data, and report findings to executives.
• Collaborate with HR, Operations, Finance, and executives; partner with external providers.

Skills

Leadership experience

Strategic thinking

Communication

Change management

Education

Bachelor’s Degree

Master’s Degree

SHRM‑SCP / SPHR

OD/HR Certifications

Job description

Demonstrated experience leading enterprise-wide organizational transformation initiatives.

Position Title

Vice President / Organizational Development

Classification

Executive Leadership Staff

Supervised by

CEO

Supervises

Human Resources Team

Why Work For Goodwill?

Ready for a career with impact? Goodwill Industries of Southwestern Michigan (Goodwill SWMI) gives you the opportunity to have influence in your local community while building your professional skills. Goodwill SWMI is a complex enterprise offering a wide range of career opportunities. Our organization rewards creativity and innovation, while offering competitive pay and a comprehensive benefits package. Our team members enjoy a unique work environment that is professional, fast paced and fulfilling.

About The Organization

Goodwill SWMI is a 501(c) (3) nonprofit organization headquartered in Kalamazoo, Michigan. Our 260 dedicated team members help achieve our mission of improving the community by providing employment, education, training, and support services tailored to individual needs across a six-county territory. At Goodwill SWMI, the work we do is effective in the lives of the individuals we serve and, in turn, in the communities in which we live.

Goodwill SWMI manages eleven retail stores (with attached, attended donation centers and one stand‑alone donation center), E-Comm, Contract Manufacturing Operations as well as Custodial & Janitorial business units. These business operations provide stability to our organization that is not always enjoyed by nonprofit organizations solely funded by outside sources.

Our organization’s values shape our culture and guide our interactions with program participants, customers, community, and one another. Our shared commitment to Living the Mission; Promoting Teamwork; Driving Collaboration; Taking Responsibility for our Actions and Behaviors; Respecting and Appreciating Others is what makes us successful and inspires all that we do.

Want to learn more about Goodwill SWMI? Go to our website at: www.goodwillswmi.org

Position Summary

The Vice President of Organizational Development (VP of OD) serves as a strategic executive responsible for designing, leading, and implementing organization-wide initiatives that strengthen leadership, workforce capability, organizational effectiveness, culture, employee engagement, and change management. This executive partners closely with senior leadership to align people strategies with business objectives while ensuring the organization has the leadership capacity, talent infrastructure, and culture necessary to achieve long-term success.

The VP of Organizational Development provides vision and direction for leadership development, succession planning, performance management, employee engagement, workforce planning, organizational design, and learning strategies. This position acts as a trusted advisor to executive leadership and champion’s continuous improvement throughout the organization.

Essential Duties And Responsibilities

• Strategic Leadership & Organizational Effectiveness: Develop and execute organizational development strategies aligned with the mission and strategic plan; advise executive leadership on organizational health, workforce effectiveness, talent strategy, and operational excellence; lead enterprise-wide initiatives, organizational assessments, redesigns, and continuous improvement efforts.
• Coaching, mentoring, succession planning, and high‑potential talent programs; build leadership competencies and career pathways across the organization.
• Talent Management & Workforce Planning: Lead enterprise talent management and workforce planning strategies in partnership with Human Resources; strengthen recruitment, retention, employee development, internal mobility, and succession pipelines.
• Learning & Development: Direct enterprise learning strategies aligned with business priorities; establish learning programs, leadership academies, competency models, and development pathways; evaluate learning effectiveness and ROI.
• Change Management: Lead organizational change and transformation initiatives; guide leaders through change, develop communication and engagement strategies, identify barriers to adoption, and assess organizational readiness and resilience.
• Culture & Employee Engagement: Lead initiatives that strengthen organizational culture, employee engagement, DEIB, accountability, innovation, collaboration, and continuous improvement; oversee employee listening strategies and use organizational climate data to drive improvements.
• Performance Management: Develop and oversee performance management systems, competency frameworks, and performance standards; partner with leaders to strengthen accountability, employee performance, and organizational outcomes.
• Data & Organizational Analytics: Establish KPIs and metrics for organizational effectiveness; analyze workforce data and trends; provide executive-level reporting and data‑driven recommendations to support strategic decision‑making and measure organizational development outcomes.
• Collaboration & External Partnerships: Partner with Human Resources, Operations, Finance, Compliance, and executive leadership; build strong relationships across the organization and collaborate with external consultants, training providers, professional associations, and industry partners as appropriate.

Supervisory Responsibilities

• Provides executive leadership and strategic oversight of the Human Resources function, including Talent Acquisition, Employee Relations, Compensation and Benefits, Learning and Development, HR Operations, Compliance, and Organizational Development.
• Directly supervises Human Resources leadership and staff, establishing clear performance expectations, providing coaching and professional development, and conducting performance evaluations.
• Leads workforce planning, succession planning, and talent development initiatives to ensure a high‑performing HR team capable of supporting organizational objectives.
• Develops departmental goals, manages the HR operating budget, and ensures compliance with all applicable federal, state, and local employment laws and organizational policies.
• Fosters a culture of accountability, collaboration, continuous improvement, and exceptional customer service while partnering with executive leadership to align human capital strategies with the organization's mission and strategic priorities.
• Provides strategic leadership and oversight of Organizational Development, Learning & Development, Leadership Development, Talent Management, and Change Management teams.
• Recruits, develops, mentors, and evaluates management staff.
• Establishes departmental goals, budgets, and performance expectations.
• Promotes accountability and professional growth within the department.

Required Qualifications

• Bachelor’s Degree and Certification and/or Master’s degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Organizational Leadership, Business Administration, Public Administration, or a closely related field.
• Experience partnering directly with executive leadership and governing boards preferred.
• Experience managing multiple organizational development programs simultaneously.
• Minimum of 15–20 years of progressively responsible leadership experience in Organizational Development, Human Resources, Leadership Development, or Organizational Effectiveness.
• Minimum of 7–10 years leading organizational development functions in complex organizations.
• Demonstrated experience leading enterprise‑wide organizational transformation initiatives.

Preferred Certifications

• SHRM‑SCP or SPHR
• Prosci Certified Change Practitioner
• Certified Executive Coach
• ATD Master Trainer
• Organizational Development Certified Professional (ODCP)

Required Competencies

The successful candidate is a strategic and collaborative executive with demonstrated expertise in organizational development, leadership development, change management, talent management, and organizational effectiveness.

They possess exceptional business acumen, executive presence, and the ability to influence leaders at all levels of the organization. Strong analytical and problem‑solving skills are essential, along with the ability to interpret workforce data and translate insights into actionable strategies. The Vice President of Organizational Development is an effective communicator, skilled facilitator, and trusted coach who fosters collaboration, drives organizational change, and builds high‑performing teams.

Success in this role requires sound judgment, emotional intelligence, political savvy, and a commitment to cultivating an inclusive, innovative, and continuous learning culture while aligning people strategies with organizational goals.

Key Performance Indicators

• Employee engagement improvement
• Leadership bench strength
• Succession readiness for critical positions
• Leadership development participation and outcomes
• Internal promotion rates
• Voluntary turnover reductionOrganizational effectiveness metrics
• Change initiative success rates
• Employee retention
• Learning program effectiveness
• Culture assessment results
• Strategic initiative implementation

Physical Requirements

• Ability to travel as needed.
• Ability to conduct presentations and facilitate workshops.
• Ability to work in a standard office or hybrid work environment.
• Occasional evening or weekend work may be required to support organizational initiatives.

Additional Requirements

• Valid Michigan driver’s license required.
• Education verification.
• Ability to pass pre‑employment drug screen, background and reference checks and be insurable under the agency's automobile insurance policy.

Compensation Level

This is a senior executive leadership position requiring exceptional strategic leadership, organizational development expertise, executive coaching experience, and the ability to influence organizational performance across all levels. The Vice President of Organizational Development is expected to serve as a key strategic partner to the CEO and executive leadership team while building an engaged, high‑performing, and future‑ready workforce.

Goodwill Industries of Southwestern Michigan is an Equal Opportunity Employer. EOE m/f/vets/disability No relocation assistance.