848 Organizational Development Specialist jobs in the United States

Description
Position Title:
Senior Organizational Development and Training Specialist-HR Talent Development & Learning-Mount Sinai Health System-Full Time-Days
Position Summary
The Senior Organizational Development and Training Specialist is an integral member of the Talent Development and Learning (TDL) team, contributing to initiatives that enhance leadership effectiveness and drive organizational success. This role focuses on executing and supporting organizational development and learning strategies, including culture transformation, talent optimization, and leadership capability building. Working collaboratively with service line leaders, VPs, and team members, the Specialist uses data-driven approaches to implement impactful development initiatives and align leadership practices with the organization's mission and vision. Additionally, they facilitate leadership development programs, retreats, workshops and provide coaching to equip leaders to navigate change and achieve strategic objectives. In partnership with the leaders within TDL, the Specialist plays a key role in advancing team-driven efforts that foster a high-performing organization

This role is hybrid and provides a dynamic balance between remote and in-person work. The Specialist would be on-site as needed for programs, initiatives and/or client meetings however would work remote during all other times.

Responsibilities

• Collaborates with leaders on talent-related strategies and initiatives.
• Designs and facilitates robust engaging and evidence-based leadership development programs for all levels of leaders across the organization.
• Provides coaching, incorporating insights from available leadership assessments.
• Leads the implementation of a broad range of talent initiatives such as leadership development plans.
• Takes the lead in the design and development of innovative programs that align with organizational goals and talent needs.
• Collaborates on the creation of development plans that support the client's professional growth.
• Partners with senior leaders using organizational development perspectives and methods to execute strategies, improve operations and performance, and optimize roles and responsibilities.
• Collaborates with clients to execute strategies, improve operations, optimize roles and responsibilities, and implement organizational and cultural changes that drive leadership alignment, stakeholder engagement, change management and overall performance improvement.
• Leverages and synthesizes data from various sources in order to recommend solutions for the organization and teams.
• Continually invests in self-development remaining current with industry-related literature and research, new technologies, innovations and industry trends.
• Utilizes project management skills and leads team projects.
• Serves as a key member of the Talent Development and Learning team, actively contributing to team growth and fostering a collaborative environment that enhances the organization's development efforts and strengthens its reputation for excellence.
• Other responsibilities as assigned.

Qualifications
Education Requirements:

• Bachelor degree required. Masters preferred.
• Preference for a focus in Organizational Development, Industrial-Organizational Psychology or related field.
• Preference for certifications in OD and Learning-related certifications (ICF, CPLP, Hogan, CCMP).

Experience Requirements

• Minimum 5 years of relevant experience (higher strongly preferred), preferably in a health related environment.
• Understanding of O.D. theory and application, with the ability to adapt traditional approaches to meet stakeholder needs.
• Demonstrates strong business acumen and a record of successful partnerships with business leaders.
• Strong analytical, diagnostic, consulting and problem solving skills; a demonstrated high degree of initiative and creativity is required.

General Skills And Competencies

• Excellent project management skills with a demonstrated ability to manage projects from inception through completion.
• Ability to work independently and collaboratively to accomplish assignments with minimal supervision.
• Comfortable managing ambiguity and creating solutions in areas without established processes or systems.
• Ability to focus on critical issues to balance and respond to competing priorities.
• Excellent verbal, written, and presentation skills; must be capable of communicating information to varied audiences.
• Excellent relationship building, interpersonal and influence skills with clients and colleagues.
• Highly innovative and creative in approaching and accomplishing all work.
• Must demonstrate leadership skills to effectively manage projects and client relationships.

Compensation Statement
The Mount Sinai Health System (MSHS) provides salary ranges that comply with the New York City Law on Salary Transparency in Job Advertisements. The salary range for the role is $106, $59,161.00 Annually. Actual salaries depend on a variety of factors, including experience, education, and operational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.

Non-Bargaining Unit, B49 - HR Talent Development & Learning

Employer Description
Strength through Unity and Inclusion
The Mount Sinai Health System is committed to fostering an environment where everyone can contribute to excellence. We share a common dedication to delivering outstanding patient care. When you join us, you become part of Mount Sinai's unparalleled legacy of achievement, education, and innovation as we work together to transform healthcare. We encourage all team members to actively participate in creating a culture that ensures fair access to opportunities, promotes inclusive practices, and supports the success of every individual.

At Mount Sinai, our leaders are committed to fostering a workplace where all employees feel valued, respected, and empowered to grow. We strive to create an environment where collaboration, fairness, and continuous learning drive positive change, improving the well-being of our staff, patients, and organization. Our leaders are expected to challenge outdated practices, promote a culture of respect, and work toward meaningful improvements that enhance patient care and workplace experiences. We are dedicated to building a supportive and welcoming environment where everyone has the opportunity to thrive and advance professionally. Explore this opportunity and be part of the next chapter in our history.

About The Mount Sinai Health System
Mount Sinai Health System is one of the largest academic medical systems in the New York metro area, with more than 48,000 employees working across eight hospitals, more than 400 outpatient practices, more than 300 labs, a school of nursing, and a leading school of medicine and graduate education. Mount Sinai advances health for all people, everywhere, by taking on the most complex health care challenges of our time — discovering and applying new scientific learning and knowledge; developing safer, more effective treatments; educating the next generation of medical leaders and innovators; and supporting local communities by delivering high-quality care to all who need it. Through the integration of its hospitals, labs, and schools, Mount Sinai offers comprehensive health care solutions from birth through geriatrics, leveraging innovative approaches such as artificial intelligence and informatics while keeping patients' medical and emotional needs at the center of all treatment. The Health System includes more than 9,000 primary and specialty care physicians; 13 joint-venture outpatient surgery centers throughout the five boroughs of New York City, Westchester, Long Island, and Florida; and more than 30 affiliated community health centers. We are consistently ranked by U.S. News & World Report's Best Hospitals, receiving high "Honor Roll" status, and are highly ranked: No. 1 in Geriatrics, top 5 in Cardiology/Heart Surgery, and top 20 in Diabetes/Endocrinology, Gastroenterology/GI Surgery, Neurology/Neurosurgery, Orthopedics, Pulmonology/Lung Surgery, Rehabilitation, and Urology. New York Eye and Ear Infirmary of Mount Sinai is ranked No. 12 in Ophthalmology. U.S. News & World Report's "Best Children's Hospitals" ranks Mount Sinai Kravis Children's Hospital among the country's best in several pediatric specialties. The Icahn School of Medicine at Mount Sinai is ranked No. 11 nationwide in National Institutes of Health funding and in the 99th percentile in research dollars per investigator according to the Association of American Medical Colleges. Newsweek's "The World's Best Smart Hospitals" ranks The Mount Sinai Hospital as No. 1 in New York and in the top five globally, and Mount Sinai Morningside in the top 20 globally.

Equal Opportunity Employer
The Mount Sinai Health System is an equal opportunity employer, complying with all applicable federal civil rights laws. We do not discriminate, exclude, or treat individuals differently based on race, color, national origin, age, religion, disability, sex, sexual orientation, gender, veteran status, or any other characteristic protected by law. We are deeply committed to fostering an environment where all faculty, staff, students, trainees, patients, visitors, and the communities we serve feel respected and supported. Our goal is to create a healthcare and learning institution that actively works to remove barriers, address challenges, and promote fairness in all aspects of our organization.

Compensation
The Mount Sinai Health System (MSHS) provides salary ranges that comply with the New York City Law on Salary Transparency in Job Advertisements. The salary range for the role is $ Annually. Actual salaries depend on a variety of factors, including experience, education, and operational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.

Description

POSTING NO.

12999

JOB TITLE:

Director of HR Strategy and Analytics

DEPT/DIV:

HR Operations and Analysis

WORK LOCATION:

2 Broadway

FULL/PART-TIME

FULL

SALARY RANGE:

$123,369 - $154,211

DEADLINE:

Until filled

This position is eligible for teleworking, which is currently one day per week. New hires are eligible to apply 30 days after their effective hire date.

Opening:

The Metropolitan Transportation Authority is North America's largest transportation network, serving a population of 15.3 million people across a 5,000-square-mile travel area surrounding New York City, Long Island, southeastern New York State, and Connecticut. The MTA network comprises the nation's largest bus fleet and more subway and commuter rail cars than all other U.S. transit systems combined. MTA strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities.

Position Objective:

The Director of HR Strategy and HR Analytics bridges the gap between HR, data analytics, and business strategy, ensuring that the People team leverages workforce insights to drive better talent decisions. This position enhances recruitment, retention, and engagement outcomes by integrating data-driven decision making into HR processes, equipping senior leaders with actionable insights, and optimizing HR systems for scalability and efficiency.

The Director of HR Strategy and Analytics plays a pivotal role in leveraging HR data into actionable insights to drive strategic decision-making, optimize talent management, and improve overall organizational effectiveness. This role involves overseeing the design and implementation of HR analytics projects and initiatives, analyzing and interpreting HR data to identify trends, patterns, and areas for improvement, ultimately supporting data-driven decision-making across the HR function.

Responsibilities:

• Design, develop, and implement workforce analytics frameworks to improve talent strategies by leveraging metrics across the employee lifecycle, from recruitment to exit.
• Collaborate with HR Data Science and HRIT teams to ensure HR systems are optimized for efficiency, reporting accuracy, and data accessibility.
• Lead initiatives to foster a data-driven culture across the People Department by promoting the use of insights in decision-making and operational improvements.
• Oversee and execute HR analytics projects, facilitating cross-functional team discussions, and ensuring measurable outcomes.
• Enable executive leadership with actionable workforce insights by developing dashboards, reports, and storyboards to inform strategic decisions.
• Coach and mentor (HRBPs) to build data literacy and cultivate a culture of curiosity, enabling the effective use of analytics in daily operations.
• Proactively address challenges related to data quality, availability, and system integration, balancing technical expertise with business needs to ensure impactful HR analytics solutions.
• Support the Assistant Deputy Chief of HR Operations, and Analytics in designing and implementing innovative talent strategies and new initiatives that align with organizational goals, while driving optimization across people, processes, and technology.
• Observing the work performed by the contractor, reviewing invoices and approving them if the work meets contractual standards; Addressing performance issues with the contractor when possible; and escalating issues to other parties as needed.
• Other duties as assigned.

Qualifications:

Knowledge/Skills/Abilities:

• Experience leading large-scale business transformation and process improvement efforts in HR or related functions.
• Expertise in continuous improvement methodologies such as Lean Six Sigma, Agile, and knowledge of HR best practices.
• Strong knowledge of data reporting methodologies, analytical tools, and visualization (e.g., Power BI, Tableau, or similar tools).
• Advanced expertise in Excel and PowerPoint.
• Ability to navigate ambiguity, drive alignment across fragmented teams, and implement standardized processes.
• Skilled in process mapping, value stream analysis, and change management frameworks.
• Demonstrated ability to manage multiple projects, programs, and teams simultaneously with adherence to standards and deadlines.
• Ability to identify, analyze, prioritize, and resolve complex problems.
• Strong knowledge of organizational change management principles and practices.
• Strong knowledge of project management principles and experience
• Demonstrated oral and written communication skills.
• Demonstrated Interpersonal and collaboration skills.
• Ability to manage superior, peer, direct report, stakeholder, and customer relationships.
• Ability to build consensus, influence, and present to senior, peer, and stakeholder leadership.

Required Education and Experience:

• A bachelor's degree in business, Human Resources, Data Analytics, or a related field. An equivalent combination of education and experience may be considered in lieu of a degree.
• A minimum of 7 years' experience driving strategic initiatives or executing large-scale organizational projects.
• At least 7 years of management experience, including leading cross-functional teams and project management.

Preferred:

• An advanced degree in a related field.

Other Information

May need to work outside of normal work hours (i.e., evenings and weekends)

Travel may be required to other MTA locations or other external sites.

According to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the "Commission").

Employees driving company vehicles must complete defensive driver training once every three years for current MNR drivers, or within 180 days of hire or transfer for an employee entering an authorized driving position.

Equal Employment Opportunity

MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including those concerning veteran status and individuals with disabilities.

The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.

Position Summary

Headquartered in Englewood Cliffs, N.J., Samsung Electronics America, Inc. (SEA), the U.S. Sales and Marketing subsidiary, is a leader in mobile technologies, consumer electronics, home appliances, enterprise solutions and networks systems. For more than four decades, Samsung has driven innovation, economic growth and workforce opportunity across the United States—investing over $100 billion and employing more than 20,000 people nationwide. By integrating our large portfolio of products, services and AI technology, we're creating smarter, sustainable and more connected experiences that empower people to live better. SEA is a wholly owned subsidiary of Samsung Electronics Co., Ltd.

To learn more, visit For the latest news, visit

Role and Responsibilities

The Senior Manager, HR Strategy position will support executing strategic initiatives aligned with the CEO's strategic priorities, and contribute to strategy development impacting Samsung Electronics America (SEA).

Key activities and responsibilities include:

• Engage in key strategic corporate projects (e.g., Sustainability-related B2B offerings as needed)
• Generate data-informed insights (e.g., financial modeling, market analysis)
• Communicate and coordinate across teams to execute and pilot new initiatives
• Prepare C-level-ready deliverables (project pitches, progress updates, etc.)
• Develop business cases and strategic options based on industry insights, internal capabilities, financial models, and ROI analysis to support planning initiatives
• Focus on new business models & partnerships that will drive SEA business forward

Strategic Insights and Recommendations:

• Business case development – including needs/problem analysis (meetings with business teams to assess their needs and gaps, 3P research), market analysis (e.g., Total Addressable Market estimate), Competitor benchmarking (e.g., expert interviews, mystery shopping), and Consumer quant and qual research (with the support of Consumer and Shopper Market Insights team)
• Business case assessment – including Scenario Analysis (contingency plans for variables) and Financial modeling (quantifying impact of initiatives on SEA business)
• Propose actionable and data-driven recommendations to drive SEA business forward
• Develop executive-ready deliverables for frequent updates to leadership

End-to-end Strategic Initiatives Execution:

• Support projects from scoping (timeline, data, stakeholders) to execution with a focus on results and total impact
• Collaborating with key teams (e.g., marketing for GTM plan, e-commerce to enable implementation on ) to drive organizational impact
• Identifying critical vendors/partners to drive projects forward, managing vendor and partner relationships

DESIRED PROCESS SKILLS:

Ability to work within constraints and progress individual work-stream; Strategy Formulation; Project Management Capabilities; Analytical skills; Communication; Presentation skills; Ability to garner support and collaborate efficiently across multiple departments and functions; Critical thinking and decision-making;

Skills and Qualifications

Minimum Qualifications:

• Background in corporate strategy, strategic planning, consulting, venture, or program/project management
• Knowledge of one or more consumer goods industries, preferably in consumer electronics, but not required
• M.Sc. degree (MBA preferred), 8+ yrs related experience with BA/Master degree
• Demonstrated strategic thinker who can turn strategic objectives into practical action
• Ability to efficiently scope and execute concrete strategic initiatives
• Experience in leading and coordinating multi-functional teams with diverse interests toward shared objectives
• Strong verbal and written communication skills and ability to establish relationships cross-functionally and cross-divisionally

Life @ Samsung -

Benefits @ Samsung -

NEW JERSEY STATE ONLY

The salary range for this role is expected to be between $75,000 and 185,000. Actual pay will be determined considering factors such as relevant skills and experience, and comparison to other employees in the role.

Regular full-time employees (salaried or hourly) have access to benefits including: Medical, Dental, Vision, Life Insurance, 401(k), Employee Purchase Program, Tuition Assistance (after 6 months), Paid Time Off, Student Loan Program (after 6 months), Wellness Incentives, and many more. In addition, regular full-time employees (salaried or hourly) are eligible for MBO bonus compensation, based on company, division, and individual performance.

At Samsung, we believe that innovation and growth are driven by an inclusive culture and a diverse workforce. We aim to create a global team where everyone belongs and has equal opportunities, inspiring our talent to be their true selves. Together, we are building a better tomorrow for our customers, partners, and communities.

• Samsung Electronics America, Inc. and its subsidiaries are committed to employing a diverse workforce, and provide Equal Employment Opportunity for all individuals regardless of race, color, religion, gender, age, national origin, marital status, sexual orientation, gender identity, status as a protected veteran, genetic information, status as a qualified individual with a disability, or any other characteristic protected by law.

Reasonable Accommodations for Qualified Individuals with Disabilities During the Application Process

Samsung Electronics America is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application process. If you have a disability and require a reasonable accommodation in order to participate in the application process, please contact our Reasonable Accommodation Team or for assistance. This number is for accommodation requests only and is not intended for general employment inquiries.

What We Believe
Something extraordinary happens when every individual in a business knows their voice is heard, their commitment is valued, and their contributions make a difference. That's why the experts at
Compass
are passionately committed to fueling these fundamental employee needs every day. Focused on maximizing organizational performance, we partner with leadership teams to underscore purpose, drive engagement, and create a routinely rewarding work experience.

What We Do
We provide both outsourced and project-based partnerships to our clients that range from start-up organizations to global organizations with more than 30,000 employees in every industry including sports, academia, technology, manufacturing, professional services, performing arts, and healthcare. We approach the employee experience holistically using proven techniques and customized best practices to maximize organizational performance.

Who We Seek
We are looking to continue to grow the Compass team with our next
Senior
HR Strategy Consultant
with prior Senior HR Business Partner and/or HR Director-level experience who is ready for a role in consulting working with our diverse client basis. This is a hands on, tactical delivery role supporting the day-to-day HR, training, and talent acquisition needs of our clients. Examples of work you will perform for our clients include: providing training, reviewing and updating employee resource manuals, creating policies, performing turnover data analysis, building and facilitating performance management cycles, completing recruiting screens, completing new employee onboarding, managing employee relations and much more

This is a full-time, remote employee role with up to 30% travel for onsite client visits and attendance at networking/business development events.

In This Role You Will

• As part of a team, provide outsourced, consultative delivery services to clients in all aspects of talent acquisition, compensation, benefits administration, employee relations, training, performance management, employee engagement, organizational change, compliance, and HR technology. We do not expect craft expertise in all areas.
• Translate business strategies into people and organizational priorities by leading the discussion with business leaders; apply and align these priorities with organization vision and execution to meet business goals.
• Collaborate with in-house subject matter experts to implement custom organizational strategies that contribute to the overall success of our clients.
• Develop customized deliverables for clients to support business strategy and organizational needs.
• Champion the design and integration of holistic organizational plans (e.g., talent, structure, culture, total reward programs, process, etc.).
• Contribute expert advice based on current best practices in the field to fuel growth, retention, and engagement for our clients.

What You Need

• Bachelor's degree required.
• MBA, Master's degree in a related field, or coursework towards an advanced degree preferred.

• Minimum of seven years in an HR or training and development role with progressive experience and responsibilities preferred. We do not expect candidates to be craft experts in all areas noted above.

• Prior consulting experience highly preferred.

• PHR, SPHR, SHRM CP/SCP or other relevant certification or work towards this preferred.

• Ability to thrive in a dynamic work environment with an ever-changing schedule and client base.
• Ability to work in a remote capacity from home and the ability to know and act on when being onsite (travel) is of value to Compass/the client.

Compensation
The compensation range for this role is between $105,000-$120,000 base salary, based on experience and specific domain expertise, with opportunity to earn additional bonus incentives.

Commitment to Inclusion
Our mission is to create work environments where people thrive - all people. We believe embracing, celebrating, and advocating for a diverse and inclusive culture is the right thing to do and essential to all organizations. We champion conversations around diversity, equity, accessibility, and inclusion in all aspects of the employee experience. Our passion is ensuring practices create a culture of dignity and respect. We are a proud equal opportunity employer and strive to be a leader and example of inclusion, diversity, and access.

Powered by JazzHR

Here at Scout Motors, we're carrying forward the heritage of one of the most iconic American vehicles in history. A vehicle dating back to 1960. One that forged the path for future generations of rugged SUVs and will do so once again.

But Scout is more than just a brand, it's a legacy steeped in a culture of exploration, caretaking, and hard work.

The Scout brand is all about respect. Respect for the environment by developing electric vehicles with the capability to get you to any location. Respect for the past and the future by taking an iconic American brand that hasn't been around for a while, electrifying it, digitizing it, and loading it with American innovation. Respect for communities by creating a company that stands for its people and its customers. And respect for both work and play, with vehicles that are equally at home at a camp site, a job site, or on a Tuesday commute.

At Scout Motors, we empower our talented, inclusive, and entrepreneurial teams to innovate. What makes a Scout employee? Someone who is a visionary and a leader, who seeks new paths and shares lessons learned. A knowledgeable doer who collaborates across the company to build better. A go-getter with unrivaled passion.

Join us at Scout Motors and be part of shaping the future of transportation. If you're ready to drive change and make history, apply now

The purpose of this role is to establish a cohesive and forward-looking organizational framework for the Human Resources leadership team (HR LT) by proactively identifying evolving business and HR needs.

The incumbent will serve as a trusted partner, leveraging data-driven insights and advanced technologies—including JIRA, ChartHop, Rippling, and SAP and other HR/Business contacts—to develop dashboards, reports, and metrics that support informed decision-making.

Acting as a key representative for HR in cross-functional initiatives, this role will lead specialized projects aligned with HR strategic priorities, manage project updates and confidence scores, and contribute to enterprise-wide systems and governance. Through independent research and benchmarking, the role will surface innovative HR practices and provide actionable recommendations.

Additionally, the incumbent will autonomously prepare executive-level presentations, curate meeting agendas and materials, and ensure effective follow-through on action items.

With a strong emphasis on collaboration, discretion, and continuous improvement, this role will drive HR policy development and process enhancements by engaging key stakeholders across the organization.

Become part of an iconic brand that is set to revolutionize the electric pick-up truck & rugged SUV marketplace by achieving the following:

• Proactively identify business and HR needs
• Assist the Chief of Human Resources and coordinate the Human Resource leadership team by preparing and organizing information, meeting materials, and presentations.
• Manage meeting outcomes and follow-ups, ensuring that key action points and deadlines are tracked and communicated effectively to stakeholders.
• Act as a liaison between the Chief of Human Resources and other HR departments (Employee Experience, HR Operations, Talent Acquisition, HR Business Partnering and Production HR).
• Support tracking and summarizing of key projects, such as HR policy creation/revision, HR process improvements, key people initiatives; inform the Chief of Human Resources of progress and challenges.
• Represent HR on cross-functional working groups including the Enterprise Project Management Office and Business Management Systems.
• Lead specialized projects in support of company and culture in alignment with HR strategic initiatives.
• Collect, organize, and consolidate data from teams into executive-ready insights, reports, and presentations.
• Maintain organized records of HR compliance documentation, information, and key performance metrics for easy accessibility.
• Prepare detailed agendas and background materials for meetings to ensure readiness for HR discussions.
• Conduct research on HR trends, best practices, and benchmarking with like companies, providing summaries and recommendations including but not limited to compliance processes/expectations/trends.
• Manage sensitive information with discretion and professionalism, ensuring confidentiality.
• Create and maintain dashboards, reports, and production oversight metrics to aid strategic decision-making.

Location & Travel Expectations:

• This role will be based out of the future Scout Motors corporate headquarters, which is anticipated to be identified in 2025. This role may be remote to start but will transition to an in-office setting at the headquarters after the location is determined. This role is not eligible for remote work in New York City.
• The responsibilities of this role require attendance in office with in-person meetings and events regularly.
• Applicants should expect that the role will require the ability to convene with Scout colleagues in person and travel to participate in events on behalf of the company from time to time.

We expect all Scout employees to have integrity, curiosity, resourcefulness, and strive to exhibit a positive attitude, as well as a growth mindset. You'll be comfortable with change and flexible in a fast-paced, high-growth environment. You'll take a collaborative approach to achieve ambitious goals. Here's what else you'll bring:

• A bachelor's degree in business administration, Human Resources, Organization Development, Psychology or a related technical field.
• Additional certifications in Project Management or Data Analysis are a plus.
• Preferred but not required is a 3–5 years in a manufacturing or automotive environment in a support or coordination role.
• Prior experience working closely with senior management is advantageous.
• Proficiency in tools like MS Office (Excel, PowerPoint), SAP, and project tracking software.
• An understanding of Human Resources KPIs and basic data analysis is preferred.
• Exceptional time-management abilities, with experience in prioritizing and handling multiple tasks.
• Detail-oriented with the ability to maintain accuracy in a fast-paced environment.
• Strong written and verbal communication skills for drafting reports, presentations, and emails.
• Proven ability to interact professionally with diverse teams and maintain confidentiality.
• A proactive and resourceful approach to problem-solving.
• High level of discretion and professionalism when dealing with sensitive or strategic matters.

The benefits of joining Scout include the chance to build products and a company from the ground up. This is a chance to create something new and lasting – with an iconic brand at its foundation. In addition, Scout provides competitive compensation and benefits to support your physical, mental, and financial wellbeing. Program specifics are detailed in company policies and employee benefit guides, select highlights:

• Competitive insurance including:
• Medical, dental, vision and income protection plans
• 401(k) program with:
• An employer match and immediate vesting
• Generous Paid Time Off including:
• 20 days planned PTO, as accrued
• 40 hours of unplanned PTO and 14 company or floating holidays, annually
• Up to 16 weeks of paid parental leave for biological and adoptive parents of all genders
• Paid leave for circumstances related to bereavement, jury duty, voting time, or military leave

This is a full-time, exempt position eligible to receive a base salary and to participate in an annual performance bonus program. Final salary offered will be determined based on factors including but not limited to the candidate's skills and experience. The annual performance bonus program is preset and not candidate dependent.

Initial base salary range = $80, $97,500.00

Internal leveling code: IC10

Notice to applicants:

• Residing in San Francisco: Pursuant to the San Francisco Fair Chance Ordinance, Scout Motors will consider for employment qualified applicants with arrest and conviction records.
• Residing in Los Angeles: Scout Motors will consider for employment qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance Initiative for Hiring Ordinance.
• Residing in New York City: This role is not eligible for remote work in New York City.

Equal Opportunity

Scout Motors is committed to employing a diverse workforce and is proud to be an Equal Opportunity Employer. Qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, veteran status, disability, pregnancy, or any other characteristics protected by law. Scout Motors is committed to compliance with all applicable fair employment practice laws. If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please contact