VP, Talent and Organizational Development

Pivotenergy; Denver (CO); On-site; USD 180,000 - 300,000; Full time

Benefits offered by this job

Health insurance

Job summary

Pivot Energy seeks a seasoned People executive to serve as Vice President, People Strategy & Organizational Development, guiding leadership, talent, and organizational capabilities for the company’s next growth stage.

The role partners with executives to translate priorities into practical People strategies, builds leadership depth, and aligns compensation, rewards, and compliance with business goals to support Pivot’s mission.

Qualifications

• 10+ years of progressively responsible experience in People/HR, employee relations, organizational development, or related field, with meaningful leadership experience.
• Experience across talent management, organizational development, leadership development, performance management, and succession planning.
• Experience in growing or evolving organizations and building scalable People practices.
• Experience using workforce, engagement, and talent data to identify needs, inform decisions, and measure impact.
• SHRM-SCP, SPHR, JD, or relevant credential preferred.
• Bachelor’s degree in human resources, organizational development, business, or related field; advanced degree preferred.

Responsibilities

• Partner with executives to translate Pivot’s priorities into effective people, talent, and organizational strategies.
• Build leadership and organizational capabilities, including a strong leadership pipeline and development approaches.
• Lead teams responsible for talent acquisition, workforce strategy, leadership development, and related People programs.
• Shape compensation, rewards, and talent practices with Finance and leadership to attract, develop, recognize, and retain employees.
• Provide leadership on employee relations, workplace investigations, and People compliance.
• Partner with the broader People & Culture team to align People strategy with day-to-day employee experience and Pivot’s culture.

Skills

Executive leadership

People strategy

Organizational development

Talent management

Employee relations

Change management

Coaching

Cross-functional partnership

Education

Bachelor’s degree in HR/OD/business or related field

Advanced degree (e.g., JD) preferred

SHRM-SCP or SPHR credential preferred

Job description

ROLE OVERVIEW

Pivot Energy is seeking an experienced People/HR executive to serve as Vice President, People Strategy & Organizational Development and help build the leadership, talent, and organizational capabilities Pivot needs for its next stage of growth.

This leader will serve as a senior People partner to the business, working closely with executives and managers to understand where Pivot is going and help build the workforce, leadership capabilities, and culture needed to get there. The role will develop practical, scalable approaches that help us attract great people, strengthen our leaders, create meaningful opportunities for growth, recognize and reward performance, and navigate organizational change.

This person will also bring strong People judgment and compliance experience. They will help ensure Pivot handles employee concerns fairly and consistently, lead or oversee significant workplace investigations, and build frameworks that allow managers to address performance, development, and workplace issues effectively and appropriately.

Ultimately, we are looking for a leader who understands that taking care of people and building a high‑performing business are not competing objectives. This person should be curious about the business, care deeply about people, exercise excellent judgment, and be able to turn what Pivot is trying to accomplish into People strategies that strengthen our culture and advance our mission.

• Partner with executives and business leaders to understand Pivot’s priorities and translate them into effective people, talent, and organizational strategies.
• Build the leadership and organizational capabilities Pivot needs to grow, including strong managers, a healthy leadership pipeline, and thoughtful approaches to performance and development.
• Lead and develop the teams responsible for talent acquisition, workforce strategy, leadership development, and related People programs.
• Shape compensation, rewards, and talent practices in partnership with Finance and leadership to attract, develop, recognize, and retain exceptional people.
• Provide experienced leadership on employee relations, workplace investigations, and People compliance, ensuring concerns and employment matters are handled fairly, consistently, and with sound judgment.
• Partner closely with the broader People & Culture team to connect People strategy with day‑to‑day employee experience and strengthen Pivot's culture as the company grows.

• Strong business acumen and the ability to understand Pivot’s business and translate business priorities into practical People, talent, and organizational strategies.
• Significant experience across talent management, organizational development, leadership development, performance management, and succession planning.
• Strong employee relations and People compliance experience, including experience leading or overseeing workplace investigations and navigating sensitive employee matters.
• Demonstrated ability to build trusted relationships, exercise sound judgment, and influence executives, managers, and cross‑functional partners.
• Experience designing practical, scalable frameworks and programs that strengthen manager capability, employee development, performance, and organizational effectiveness.
• Strong organizational design and change‑management capability, including experience helping leaders and teams navigate growth and transition.
• Working knowledge of compensation and rewards strategy and the ability to partner effectively with Finance and leadership on compensation decisions and frameworks.
• Excellent communication, facilitation, and coaching skills, including the ability to handle complex and sensitive matters with discretion and empathy.
• Collaborative, approachable, and people‑centered leadership style, with the ability to balance care for employees, accountability, compliance, and business needs.

• At least 10 years of progressively responsible experience in People/HR, employment law, employee relations, organizational development, or a related field, including meaningful leadership experience and experience advising senior executives.
• Demonstrated success across multiple areas of People leadership, such as talent and organizational development, employee relations, leadership development, compensation, performance, and organizational change.
• Experience working in a growing or evolving organization and building People practices that can scale with the business.
• Experience using workforce, engagement, and talent data to identify organizational needs, inform decisions, and measure impact.
• SHRM‑SCP, SPHR, JD, or relevant organizational development, coaching, or change‑management credential preferred.
• Bachelor’s degree in human resources, organizational development, business, or a related field, or an equivalent combination of education and experience; advanced degree, including a Juris Doctor, preferred

ABOUT PIVOT

Pivot Energy is a national renewable energy provider that develops, finances, builds, owns, and manages solar and energy storage projects that help decarbonize our nation’s electricity, increase equitable access to clean energy for local communities, and provide real cost‑savings to American businesses and families.

We are fiercely dedicated to accelerating the rapid transition taking place in the energy industry to a more decentralized and cleaner approach to power generation. We are committed to positively contributing to the local communities and people we serve with more than clean energy. We believe global warming poses an existential threat to our planet and that we have a responsibility to help mitigate the threat. Our portfolio includes projects that reduce energy burden for income‑limited families, create workforce pathways for under‑represented groups within the solar industry, and include robust community investment opportunities.

As a Certified B Corporation and one of Denver’s “Best Places to Work”, we believe that company success is driven by a healthy environment, thriving society, and workplace where all individuals are respected. We evaluate every internal decision on environmental, social, and governance (ESG) factors to determine if our actions will result in a net positive impact on the community, our employees, customers, shareholders, and the environment. Learn more in our annual ESG Report.

At Pivot, our core values guide our work internally and externally:

• Impact – We hold ourselves accountable to having a measurable impact on our people, communities, and the planet
• Balance – Put family first; work hard/have fun
• Determination – Find ways to be successful no matter how difficult the challenge
• Professionalism – Impress everyone we touch, be a team player
• Honesty – Be truthful and transparent, externally and internally
• Kindness – Create an environment where kindness, empathy, and vulnerability are embraced

DIVERSITY, EQUITY, INCLUSION and JUSTICE STATEMENT

At Pivot, we are proactively developing and maintaining an inclusive culture, rooted in mutual respect, that supports a workforce of different generations, races, gender identities, sexual orientations, ability statuses, religions, and cultures to work collaboratively together for greater impact. We seek to build a team that invests in relationship building, celebrates each other’s successes, and makes space for the unique contributions and working styles people bring into Pivot.

Pivot invests in company‑wide trainings, assessments, and programs to advance internal inclusion and equity practices, such as employee allyship building, cross‑cultural communications, and equitable hiring and management protocols to increasingly recognize bias and ensure mutual respect and belonging.

EEO STATEMENT

Pivot Energy is an Equal Opportunity Employer and is committed to increasing the diversity of its workforce. We actively work to cultivate an inclusive culture that welcomes, empowers, and enables equitable career growth for employees regardless of background.