VP - People & Organizational Development

Job Description

Job Description

Position Summary

The Vice President – People & Organizational Development leads the strategy and execution of Prevail Bank’s employee learning, leadership development, organizational standards, internal communications, and culture programs.

Reporting to the Chief People Officer, this role leads the People Development function and directly manages team members responsible for training and development. The VP is accountable for building the strategy, structure, priorities, and capabilities of the function while ensuring high-quality and consistent execution across the organization.

This role partners across the organization to strengthen the infrastructure used to develop employees and managers, including retail new-hire and role-based training, manager and professional development, organizational standards, internal communications, and enterprise employee experiences.

A primary responsibility is ensuring Prevail has consistent, scalable programs and standards that are effectively executed across teams and locations. The VP partners with business leaders to identify skill and performance gaps, determine appropriate solutions, and connect learning, communication, leadership, or organizational development efforts to measurable results.

This is a hands-on leadership role. The VP will set direction, lead and develop the People Development team, establish priorities and standards, and personally lead key enterprise initiatives requiring senior-level expertise.

Primary Areas of Accountability

People Development Team Leadership

· Lead, coach, and develop team members responsible for training and employee development.

· Establish the vision, priorities, annual objectives, and work plan for the People Development function.

· Define roles and responsibilities across the team and ensure resources are aligned with the highest-priority organizational needs.

· Establish standards for instructional design, facilitation, training materials, learning experiences, and program evaluation.

· Create accountability for program quality, delivery, timelines, and measurable outcomes.

· Build the capabilities of the People Development team and identify future resource or skill needs as the organization evolves.

· Manage external learning partners, consultants, vendors, and related resources as appropriate.

· Develop and manage the People Development budget in alignment with organizational priorities.

· Build effective partnerships between the People Development team and leaders throughout the organization.

Retail Training & Development

· Own the end-to-end learning and development strategy for Prevail’s retail workforce and lead the team responsible for its execution.

· Build and maintain a structured retail new-hire training program, including defined learning paths, required curriculum, training materials, proficiency expectations, and completion standards.

· Develop role-based learning paths that define the knowledge, behaviors, and skills required for success in retail positions.

· Partner with Retail leadership and subject-matter experts to identify training needs related to products, processes, systems, customer experience, service expectations, sales capabilities, and organizational standards.

· Ensure the People Development team develops and delivers effective classroom, virtual, on-the-job, and other learning experiences as appropriate.

· Establish an annual retail training calendar and ongoing learning cadence.

· Ensure training materials and curriculum remain current as processes, systems, products, and organizational expectations change.

· Partner with Retail leadership to identify recurring performance gaps and determine whether the appropriate response is training, coaching, process improvement, leadership intervention, or another organizational solution.

· Equip retail managers with the tools and resources needed to reinforce learning and coach employees following formal training.

Manager & Leadership Development

· Own Prevail’s manager and leadership development framework and annual development strategy.

· Build a structured onboarding and development program for new managers.

· Establish core manager curriculum and required learning around the skills and expectations necessary to effectively lead employees at Prevail.

· Develop ongoing learning experiences for experienced managers and senior leaders based on organizational needs.

· Create practical leader tools, resources, and development experiences that can be applied in day-to-day leadership.

· Partner with the Chief People Officer and executive leadership to identify leadership capability gaps and develop targeted solutions.

· Build emerging-leader programming to prepare internal talent for future leadership opportunities.

Professional & Career Development

· Develop an enterprise professional development strategy and annual learning calendar.

· Identify common professional capability needs and build or source appropriate learning opportunities.

· Develop learning in areas such as communication, presentation skills, business acumen, change agility, collaboration, and other identified organizational capabilities.

· Establish tools and resources supporting employee development and career planning.

· Partner with People Operations and business leaders to align development opportunities with talent, succession, and workforce capability needs.

· Evaluate and manage external learning providers and resources as appropriate.

Organizational Standards & Employee Resources

· Partner in the development, governance, and ongoing alignment of enterprise standards, employee resources, and consistent organizational practices.

· Partner with business leaders and subject-matter experts to ensure standards accurately reflect expected organizational practices.

· Integrate organizational standards throughout onboarding, retail training, manager development, internal communications, and other employee programs.

· Create practical approaches to reinforce organizational standards and identify gaps in understanding or execution.

· Maintain a regular review cycle to ensure employee resources and organizational standards evolve with the organization.

Internal Communications

· Own Prevail’s enterprise internal communication strategy, calendar, channels, and standards for company-wide employee communication.

· Maintain an enterprise communication calendar coordinating significant employee messages, initiatives, events, and organizational updates.

· Draft, edit, and coordinate company-wide employee communications in partnership with business leaders and subject-matter experts.

· Coordinate communication planning for organization-wide initiatives, ensuring messages are clear, timely, consistent, and aligned with the intended audience.

· Establish standards for how and when information is communicated throughout the organization, outside of executive-originated communications.

· Evaluate communication effectiveness and continuously improve channels and approaches.

Culture, Engagement & Employee Experiences

· Translate Prevail’s culture and values into specific programs, practices, communications, learning experiences, and leader expectations.

· Partner with business leaders to shape the content strategy, programming, messaging, and employee engagement approach for enterprise employee events and experiences.

· Partner with appropriate internal resources and stakeholders responsible for event planning, logistics, and execution.

· Lead enterprise culture initiatives and employee recognition strategies.

· Partner with People Operations to interpret employee engagement data and feedback and identify areas requiring organizational action.

Organizational Development & Change

· Partner with the Chief People Officer and business leaders to diagnose organizational, team, leadership, and performance challenges and recommend appropriate solutions.

· Lead people-side planning for significant organizational changes, including communication, manager readiness, training, and employee adoption.

· Facilitate leadership sessions, team development, planning sessions, and other organizational interventions as appropriate.

· Identify organizational capability gaps and translate them into specific development, communication, or change initiatives.

· Establish project plans, ownership, milestones, and measures of success for significant People Development initiatives.

Qualifications

· 10+ years of progressive experience across organizational development, learning and development, leadership development, employee experience, internal communications, Human Resources/People leadership, or related disciplines.

· Demonstrated experience leading and developing training, learning, or People Development professionals.

· Demonstrated success developing and executing enterprise-wide learning, leadership development, or organizational development strategies.

· Experience building scalable learning programs; experience supporting retail, branch, customer-facing, or geographically distributed workforces strongly preferred.

· Strong understanding of organizational development, culture, employee experience, change leadership, and leadership effectiveness.

· Experience developing or leading internal communication strategies strongly preferred.

· Strong executive presence with the ability to influence, advise, and build credibility with leaders at all levels.

· Exceptional written, verbal, facilitation, and presentation skills.

· Strong strategic thinking combined with demonstrated ability and willingness to execute.

· Proven ability to lead complex, cross-functional initiatives from concept through implementation.

· Bachelor’s degree in Human Resources, Organizational Development, Business, Communications, or a related discipline; advanced degree or relevant professional certification preferred.

Core Competencies

People Leadership • Strategic Thinking • Organizational Development • Leadership Development • Learning Strategy • Culture & Employee Experience • Internal Communications • Change Leadership • Executive Influence • Facilitation • Program Design • Cross-Functional Partnership • Business Acumen • Execution & Accountability