SOLV Energy is a leading provider of infrastructure services to the power industry, designing, building and maintaining utility scale solar, battery storage and high voltage substation projects nationwide.

Job Description Summary:

The Director, Organizational Effectiveness is responsible for advancing SOLV Energy's leadership, team, and organizational effectiveness strategies. This role leads programs and initiatives that improve leadership capability, team performance, employee engagement, performance management, and organizational health.

Working in partnership with business leaders and key stakeholders, the Director develops scalable solutions that drive performance, strengthen culture, support change, and enable organizational growth.

This role is hybrid, with regular in-office presence in the San Diego, CA Office. Specific location details and expectations will be discussed during the interview process.

Job Description:

*This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned

Position Responsibilities and Duties:
Organizational Effectiveness Strategy 

• Develop and execute SOLV's Organizational Effectiveness strategy in alignment with business priorities. 

• Establish enterprise approaches for leadership effectiveness, team effectiveness, employee engagement, performance management, and organizational health. 

• Partner with business leaders to identify organizational challenges and implement solutions that improve performance and effectiveness. 

• Leverage workforce data, engagement data, and organizational insights to identify trends and recommend strategic actions. 

Leadership Development and Team Effectiveness 

• Establish and evolve SOLV's leadership development strategy across all levels of the organization. 

• Oversee leadership programs, manager development initiatives, leadership onboarding, and executive development experiences. 

• Ensure leadership programs are aligned to business needs, leadership competencies, and organizational priorities. 

• Develop leadership pathways that prepare employees for increasing levels of responsibility. 

• Partner with executives and HR leaders to strengthen leadership capability across the organization. 

• Lead SOLV's team effectiveness strategy and portfolio of services. 

• Build internal consulting capability and facilitation standards that create consistent, high-quality team development experiences. 

• Develop scalable approaches for supporting both field and corporate teams. 

Performance Management  

• Own the design and continuous improvement of the company's performance management philosophy, processes, and tools. 

• Drive improvements in goal setting, feedback quality, accountability, coaching, and development planning. 

• Partner with HR and business leaders to strengthen performance conversations and manager capability. 

Employee Engagement and Organizational Insights 

• Lead enterprise employee engagement initiatives, surveys, action planning processes, and organizational follow-through. 

• Analyze engagement and organizational effectiveness data to identify trends, opportunities, and risks. 

• Support leaders in translating survey results into meaningful action plans. 

• Establish measurement strategies that demonstrate organizational impact and progress over time. 

• Create executive-level reporting and recommendations related to organizational health. 

Mentorship and Talent Experiences 

• Lead enterprise mentorship strategy and related development initiatives. 

• Ensure programs support employee growth, career development, knowledge sharing, and organizational connection. 

• Identify opportunities to improve employee experiences that influence retention, development, and performance. 

• Partner with Talent Development colleagues to ensure alignment across leadership development, workforce capability, and career growth experiences. 

Stakeholder Partnership and Influence 

• Build strong partnerships with executives, HR, Operations, Communications, and functional leaders. 

• Facilitate executive and leadership discussions around talent, leadership capability, culture, and organizational effectiveness. 

• Influence decision-making through data, insight, and trusted partnership. 

• Represent Organizational Effectiveness initiatives to senior leadership and key stakeholder groups. 

Team Leadership  

• Lead, coach, and develop Organizational Effectiveness team members. 

• Maintain a culture of innovation, accountability, collaboration, and continuous improvement. 

• Manage resources and strategic investments to maximize business impact. 

Minimum Skills or Experience Requirements:

• Bachelor's degree in Organizational Development, Human Resources, Business, Psychology, Education, or related field. 

• 8+ years of progressive experience in organizational effectiveness, leadership development, talent development, organizational development, HR, or related disciplines. 

• 3+ years of people leadership experience. 

• Experience designing and implementing large-scale leadership, organizational, or cultural initiatives. 

• Demonstrated success partnering with senior leaders and influencing organizational outcomes. 

• Strong facilitation, coaching, consulting, and stakeholder management skills. 

• Demonstrated ability to leverage data, analytics, and AI-enabled tools to improve organizational effectiveness, leadership capability, employee experience, and business performance. 

 

Preferred:

• Master's degree in Organizational Development, Industrial/Organizational Psychology, Business Administration, Human Resources, or related field. 

• Professional certifications in organizational development, coaching, change management, DiSC, or similar methodologies. 

• Experience supporting geographically dispersed workforces. 

• Experience within construction, energy, utilities, manufacturing, infrastructure, or other operational environments. 

Key Competencies:

• Organizational Effectiveness Consulting 

• Leadership Development 

• Team Effectiveness 

• Performance Management 

• Employee Engagement 

• Coaching and Influence 

• Executive Facilitation 

• Strategic Thinking 

• Change Leadership 

• Data-Driven Decision Making 

• Stakeholder Partnership 

• Program Strategy and Execution 

Success Measures:

This role will be evaluated based on: 

• Leadership development program effectiveness and participant outcomes 

• Performance management adoption and effectiveness measures 

• Employee engagement improvement and action planning outcomes 

• Team development participation and impact 

• Leadership capability advancement across the organization 

• Stakeholder satisfaction and partnership effectiveness 

• Organizational effectiveness metrics and business impact 

• Development and engagement of direct reports 

Applicants must be legally authorized to work in the U.S. without requiring employer sponsorship now or in the future.

SOLV Energy Is an Equal Opportunity Employer  

At SOLV Energy we celebrate the power of our differences. We are committed to building diverse, equitable, and inclusive workplaces that improve our communities. SOLV Energy prohibits discrimination and harassment of any kind against an employee or applicant based on race, color, age, religion, sex, sexual orientation, gender identity or expression, marital status, national origin, or ethnicity, mental or physical disability, veteran status, parental status, or any other characteristic protected by law.  

Compensation Range:

$169,127 - $211,409

Pay Rate Type:

Salary

Please be aware that all official communications from SOLV Energy will come exclusively from email addresses ending in @solvenergy.com. Any emails originating from other domains should not be considered affiliated with or authorized by our organization.

SOLV Energy does not accept unsolicited candidate introductions, referrals or resumes from third-party recruiters or staffing agencies. We require all third-party recruiters to communicate exclusively with our internal talent acquisition team. SOLV Energy will not pay a placement fee to any third-party recruiter or agency that has not coordinated their recruiting activity with the appropriate member of our internal talent acquisition team.

In addition, candidate introductions or resumes can only be submitted to our internal talent acquisition recruiting team if a signed vendor agreement is already on file and the third-party recruiter or agency has received formal instructions from our internal talent acquisition team to submit candidates for a particular job posting.

Any unsolicited candidate introductions, referrals or resumes sent by third-party recruiters to SOLV Energy or directly to any of our employees, or received through our website or career portal, will be considered property of SOLV Energy and will not be eligible for a placement fee. In the event a third-party recruiter submits a resume or refers a candidate without a previously signed vendor agreement, SOLV Energy explicitly reserves the right to pursue and hire the candidate(s) without financial liability to such third-party recruiter.

Job Number: J14186

If you’re interested in a meaningful career with a brighter future, join the SOLV Energy Team.