Organizational Effectiveness Lead

Salary Range: 140000 to 175000 (Currency: USD) (Pay period: per-year-salary)

The Role

The Organizational Effectiveness Lead runs the programs that shape how people at Tutor grow, perform, and understand what’s expected of them: the performance cycle, manager development, leveling, 360s, the pulse survey, and our values programming. The Head of People sets the direction and designs the systems; you make them happen, well and on time, and bring back what you learn so they get better each cycle.

Tutor is a 160+ person team that is scaling fast. Over the past year we built the scaffolding: a leveling framework, a performance philosophy, a set of values the whole company helped shape. What we don’t have is anyone whose job it is to run those systems. You’ll change that by being the person who actually runs these programs, end to end, with the care and consistency.

We’re looking for someone who is excellent at execution and curious about why things work. You’ve run a performance cycle before, you know where they go sideways, and you like the feeling of one landing cleanly. You can facilitate a manager workshop, coach a first-time manager through a hard conversation, and keep a 360 process moving when half the reviewers are late. You write clearly, you’re organized, and you notice what the data and the hallway conversations are telling you. You don’t need to have designed these systems from scratch; you need to be the person who makes them real and who has good instincts about what to change next.

What you’ll do

Run the annual performance cycle end to end: timeline, communications, manager enablement, calibration logistics, and handing clean outputs to People Ops for comp, promotion, and title changes

Deliver manager development: onboarding new managers, running workshops and 1:1 coaching, and maintaining the manager expectations framework

Maintain and extend the Leveling Framework: drafting rubrics for functions that don’t have them yet, working with functional leaders, and keeping the framework current as the org changes

Run values and culture programming after onboarding, and work with Recruiting and People Ops on how values show up in hiring and the first 90 days

Run 360 feedback and the monthly pulse survey: administration, analysis, and clear readouts for leadership

Support the Head of People on org design work, operating-model updates with functional leaders, and the company’s broader culture initiatives

Requirements

5-7+ years in organizational effectiveness, talent management, learning & development, or an HR business partner role where you ran programs, not just supported them
You have run at least one full performance cycle and can talk specifically about what worked, what didn’t, and what you’d change
Experience delivering manager development, whether workshops, first-time-manager onboarding, or one-on-one coaching
Comfortable with data: you can read a pulse survey or 360 results, find the signal, and present it to leadership without over- or under-claiming
Strong facilitation and writing skills; much of this role is making complex things clear to busy people
Credible with senior technical leaders and comfortable holding them to a process
Not afraid to step foot in a factory or a warehouse. Our managers include production supervisors and field leads, not just engineering managers
Based in or willing to relocate to the Boston area; this role is in-office in Watertown, MA
 
Nice to haves
Experience at a company that scaled through Series B and beyond, especially in deep tech, robotics, hardware, or manufacturing
Experience maintaining or contributing to a leveling or career framework
Background in organizational behavior, I/O psychology, or a related field (academic or applied)
Experience running values or culture programming, not just one-off events
Coaching certification or formal facilitation training