VP of Organizational Development

Saltee Co ^ Talent; Jacksonville (FL); On-site; USD 150,000 - 190,000; Full time

Job summary

Community First Credit Union seeks a VP of Organizational Development to lead enterprise OD strategy, leadership and talent development, and culture-building initiatives. You will partner with executive leadership and Human Resources to shape workforce capability, succession planning, and change-management programs that drive member and teammate success.

The role emphasizes practical learning solutions, data-driven decision making, and AI readiness to advance organizational effectiveness across

Qualifications

• Bachelor's degree required.
• Master's degree preferred in Industrial-Organizational Psychology or Organizational Psychology.
• Industrial-Organizational Psychology or Organizational Psychology background preferred.
• Ten or more years of progressive experience in Organizational Development, Learning and Development, Talent Management, Leadership Development, Organizational Effectiveness, Human Resources, or related field.
• Five or more years of leadership experience preferred.
• Experience designing and implementing leadership development, succession planning, performance management, engagement, learning, culture, and change readiness programs required.
• Credit union or financial services experience preferred.

Responsibilities

• Develop and execute an enterprise Organizational Development strategy aligned with the credit union's priorities, culture, growth needs, and teammate experience.
• Lead leadership development, succession planning, high-potential development, coaching initiatives, and development planning processes.
• Design tools, resources, and learning experiences that strengthen leader effectiveness, feedback, accountability, collaboration, and internal mobility.
• Build career growth and competency frameworks that support teammate development, reskilling, upskilling, and readiness for future opportunities.
• Design and continuously improve performance management practices that support goal alignment, coaching, development planning, and measurable outcomes.
• Use engagement results, talent data, learning metrics, and workforce analytics to evaluate effectiveness and recommend improvements.
• Partner with leaders who own organizational change, transformation, process improvement, digital initiatives, AI readiness, and new ways of working.

Skills

Organizational Development

Leadership Development

Adult Learning

Performance Management

Change Management

Workforce Analytics

Education

Bachelor's degree required

Master's degree preferred (IO psychology)

IO/Organizational Psychology background preferred

Job description

*Amazing Opportunity with Community First Credit Union*

VP of Organizational Development

Community First Credit Union

Role Specifics

The Vice President of Organizational Development serves as the strategic leader responsible for strengthening organizational effectiveness, leadership capability, workforce development, culture, performance management, succession planning, change readiness, process improvement, employee engagement, and AI readiness. This position leads the design and execution of practical learning, leadership development, talent development, and change management strategies that help the organization grow, adapt, innovate, and deliver exceptional results for members and team members.

The VP Organizational Development partners with leaders across the organization to build skills, improve team effectiveness, support organizational transformation, and create a high-performing learning culture. Through practical learning, leadership development, continuous improvement, and change-management support, OD will help create a high-performing learning organization where people grow, adapt, innovate, and deliver exceptional results for members and team members.

Major Duties + Responsibilities

Organizational Development Strategy

• Develop and execute an enterprise Organizational Development strategy aligned with the credit union's business priorities, culture, growth needs, and teammate experience.
• Assess organizational effectiveness, leadership capability, workforce development needs, engagement trends, and culture opportunities to recommend practical solutions.
• Partner with senior leaders and Human Resources to identify capability gaps, future skill needs, role readiness, and development priorities.

Leadership, Talent, and Succession Development

• Lead leadership development, succession planning, high-potential development, coaching initiatives, and development planning processes.
• Design tools, resources, and learning experiences that strengthen leader effectiveness, feedback, accountability, collaboration, and internal mobility.
• Build career growth and competency frameworks that support teammate development, reskilling, upskilling, and readiness for future opportunities.

Performance, Engagement, and Culture

• Design and continuously improve performance management practices that support goal alignment, coaching, development planning, and measurable outcomes.
• Use engagement results, talent data, learning metrics, and workforce analytics to evaluate effectiveness and recommend improvements.

Change Readiness, Transformation Support, and Continuous Improvement

• Partner with leaders who own organizational change, transformation, process improvement, digital initiatives, AI readiness, and new ways of working.
• Provide change readiness support through stakeholder planning, leader enablement, communication alignment, training strategy, adoption planning, and reinforcement tools.
• Support continuous improvement by helping teams clarify needs, improve effectiveness, build capability, and apply practical solutions that improve teammate and member outcomes.

Learning, Workforce Capability, and AI Readiness

• Guide the development of learning strategies, leadership programs, workforce capability plans, skills assessments, and development resources.
• Partner with internal subject matter experts and external vendors to deliver relevant, practical, and scalable learning solutions.
• Stay current on emerging practices in organizational development, leadership, adult learning, workforce skills, AI-enabled tools, and modern development methods.

Knowledge + Skills

• Strong knowledge of organizational development, leadership development, adult learning, succession planning, talent reviews, performance management, culture, engagement, and workforce capability practices.
• Ability to consult with senior leaders, diagnose development needs, influence across departments, and translate strategy into practical programs and tools.
• Strong facilitation, presentation, coaching, communication, and relationship-building skills with the ability to work effectively with diverse audiences.
• Analytical mindset with the ability to use data, metrics, feedback, and business context to evaluate needs, measure impact, and recommend improvements.
• Comfort with learning platforms, technology-enabled development resources, AI-enabled tools, and modern approaches to organizational learning and performance.

Education + Experience

• Bachelor's degree required.
• Master's degree preferred, particularly in Industrial-Organizational Psychology or Organizational Psychology.
• Industrial-Organizational Psychology or Organizational Psychology background preferred.
• Ten or more years of progressive experience in Organizational Development, Learning and Development, Talent Management, Leadership Development, Organizational Effectiveness, Human Resources, or a related field required.
• Five or more years of leadership experience preferred.
• Experience designing and implementing leadership development, succession planning, performance management, engagement, learning, culture, and change readiness programs required.
• Credit union or financial services experience preferred.

Core Competencies

Strategic OD Leadership: Connects people, culture, leadership, learning, and workforce capability strategies to organizational priorities.

Consulting and Influence: Builds trusted partnerships with leaders and guides practical solutions without needing direct ownership of every initiative.

Learning and Talent Development: Creates scalable development approaches that strengthen leadership readiness, teammate growth, and internal mobility.

Data-Informed Decision Making: Uses analytics, feedback, and organizational insights to diagnose needs, track progress, and improve outcomes.

Change Readiness Partnership: Supports change owners by helping leaders and teams prepare, communicate, adopt, and sustain new ways of working.

Working Relationships

• Partners closely with executive leadership, Human Resources, business leaders, project owners, change leaders, external vendors, and cross-functional teams.
• Serves as a trusted advisor on leadership effectiveness, workforce capability, engagement, culture, performance practices, and organizational readiness.

Success Measures

• Improved leadership readiness, succession depth, internal mobility, and teammate development outcomes.
• Practical, well-adopted learning and performance practices that support business priorities.
• Improved use of engagement, talent, and learning data to guide decisions and measure impact.
• Effective partnership with leaders on change readiness, capability building, and adoption support.