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Organization information

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How much do organization jobs pay per hour?

As of Sep 3, 2026, the average hourly pay for organization in Colorado is $21.78, according to ZipRecruiter salary data. Most workers in this role earn between $19.23 and $23.99 per hour, depending on experience, location, and employer.

What is an organization?

Organizations are structured groups of people who work together to achieve common goals or objectives. They can take many forms, such as businesses, non-profits, government agencies, or clubs, and typically have defined roles, hierarchies, and processes. Organizations are essential for coordinating efforts, allocating resources, and fostering collaboration among members. Their structure and purpose can vary widely depending on their size, industry, and mission.

What are the key skills and qualifications needed to thrive as an Organizational Development Specialist, and why are they important?

To thrive as an Organizational Development Specialist, you need expertise in change management, human resources, business strategy, and typically a degree in organizational psychology or a related field. Familiarity with HRIS systems, data analysis tools, and certifications like SHRM-CP or ODCP are commonly expected. Strong interpersonal, facilitation, and problem-solving skills help professionals build trust and drive positive organizational change. These competencies are crucial for effectively improving workplace culture, performance, and adaptability in dynamic business environments.

What are some common challenges faced by professionals working in organizational development roles, and how can they be addressed?

Professionals in organizational development (OD) roles often encounter challenges such as resistance to change, aligning diverse stakeholders, and ensuring effective communication across departments. Addressing these challenges requires strong facilitation skills, the ability to build trust, and a strategic approach to change management. Regular feedback sessions, transparent communication, and involving employees in the change process can help foster buy-in and smooth transitions. Collaboration with leadership and continuous professional development are also key to overcoming obstacles and driving organizational success.

What is the difference between Organization vs Administrative Assistant?

AspectOrganizationAdministrative Assistant
Required CredentialsVaries; often includes management or leadership trainingHigh school diploma; sometimes post-secondary education
Work EnvironmentCorporate, non-profit, government, or large organizationsOffice settings across various industries
Employer & Industry UsageUsed in organizations to manage teams or projectsCommonly employed to support daily office operations
Common Search & ComparisonOften compared for leadership or management rolesCompared for clerical or support roles

While an Organization refers to a structured entity like a company or non-profit, an Administrative Assistant is a role within such entities, providing administrative support. The organization sets the strategic direction, whereas the assistant handles daily operational tasks. Understanding these differences helps clarify career paths and job expectations within various industries.

What are positions in an organization?

Positions in an organization refer to specific roles or jobs assigned to individuals, each with defined responsibilities, required skills, and reporting relationships. These can include roles such as manager, analyst, or technician, and are structured within the company's hierarchy to facilitate operations and achieve goals.

What are the most commonly searched types of Organization jobs in Colorado?

The most popular types of Organization jobs in Colorado are:

What cities in Colorado are hiring for Organization jobs?

Cities in Colorado with the most Organization job openings:

Organization jobs near you
Infographic showing various Organization job openings in Colorado as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, 1% Temporary, and 2% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $45,296 per year, or $21.8 per hour.

VP, Global Talent & Organization Capability

Crocs

Broomfield, CO • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 29 days ago

Key responsibilities

  • Develop and execute an integrated global talent strategy to attract, develop, engage, and retain talent.

  • Provide executive leadership and accountability for Global Talent Acquisition, ensuring hiring outcomes and talent quality.

  • Own enterprise talent management processes including talent reviews, succession planning, leadership development, and internal mobility.

Crocs rating

7.0

Company rating: 7.0 out of 10

Based on 65 frontline employees who took The Breakroom Quiz

17th of 104 rated fashion retailers

Job description

At Crocs, Inc., every career offers a chance to make a real impact. No two journeys look the same. And that's exactly how we like it. Whether you're welcoming customers into our stores, collaborating with global teams at our headquarters, or keeping operations moving at our distribution centers, your impact is real and valued. At Crocs, Inc. you're not expected to fit a mold. You're encouraged to break it and create something better.

Overview

The VP, Global Talent & Organization Capability is responsible for ensuring Crocs has the talent, leadership capability, and organizational strength required to achieve its business objectives today and in the future. Reporting to the Chief People Officer and based in Broomfield, Colorado, this role leads Global Talent Acquisition (excluding VP+ Executive Recruiting), Talent Management, Performance Management, Workforce Planning, Employee Engagement, and Learning & Development globally.

Crocs is a global, multi-brand consumer company operating across corporate offices, retail stores, distribution centers, and partner/distributor markets around the world. This role supports a geographically diverse employee population across North America, EMEA, Asia Pacific, and Latin America and is accountable for building talent and organizational capabilities that support continued growth.

A critical component of this role is providing executive leadership and accountability for Global Talent Acquisition, which supports approximately 5,000 hires annually across corporate, retail, and distribution center populations. While day-to-day recruiting operations are led by a Senior Director, Talent Acquisition, this leader remains accountable for hiring outcomes, talent quality, workforce planning alignment, recruiting effectiveness, and overall team performance.

This leader will help Crocs continually evolve from good talent to great talent by strengthening talent quality, building deeper bench strength, increasing succession readiness, and ensuring the organization has the leadership and capabilities required to win in the future. Success will come from delivering practical solutions that improve business performance, leveraging technology and AI to increase effectiveness, and building organizational capability that creates a lasting competitive advantage.

What You'll Do
  • Develop and execute an integrated global talent strategy that ensures Crocs can attract, develop, engage, and retain the talent required to achieve business objectives.
  • Continuously raise the quality, readiness, and depth of talent across the organization by strengthening bench strength, improving succession readiness, accelerating development, and helping leaders make effective talent decisions.
  • Provide executive leadership and accountability for Global Talent Acquisition, partnering closely with the Senior Director of Talent Acquisition to successfully deliver approximately 5,000 hires annually across corporate, retail, and distribution center populations.
  • Establish clear performance expectations, operating metrics, and accountability across the recruiting organization, continuously improving quality of hire, speed, efficiency, candidate experience, workforce planning alignment, and hiring manager satisfaction.
  • Own enterprise talent management processes including talent reviews, succession planning, leadership development, high-potential programs, internal mobility, and career growth strategies, with a clear focus on building robust leadership benches and increasing readiness for critical roles.
  • Lead the company's performance management philosophy and processes, ensuring clear expectations, accountability, differentiated performance outcomes, and ongoing development.
  • Partner with business leaders and HR Business Partners to identify future workforce and capability needs, leveraging workforce planning, talent insights, assessments, coaching, and organizational diagnostics to proactively build future-ready organizational capability.
  • Utilize organizational development tools-including assessments, coaching, leadership diagnostics, team effectiveness methodologies, organizational design, and change management approaches-to accelerate talent growth and strengthen organizational effectiveness.
  • Drive employee engagement strategies that strengthen culture, improve retention, and enhance organizational performance across corporate, retail, distribution center, and partner populations.
  • Leverage AI, analytics, SuccessFactors, and other talent technologies to improve talent decisions, simplify processes, increase manager effectiveness, and deliver measurable business value.
  • Build and lead a high-performing global team while fostering a culture of collaboration, accountability, continuous improvement, and execution.
  •  
What You'll Bring to the Table
  • Bachelor's degree required; advanced degree preferred.
  • 15+ years of progressive leadership experience spanning talent acquisition, talent management, performance management, workforce planning, organizational development, employee engagement, and learning & development.
  • Significant recruiting leadership experience with demonstrated accountability for large-scale hiring across multiple geographies, functions, and employee populations.
  • Proven ability to lead or oversee complex recruiting organizations and drive measurable improvements in hiring outcomes, recruiter effectiveness, talent quality, and operational performance.
  • Demonstrated success translating business strategy into practical talent solutions that improve organizational capability and business performance.
  • Strong experience leading enterprise-wide succession planning, leadership development, performance management, and organizational effectiveness initiatives.
  • Experience utilizing assessments, coaching, team effectiveness tools, and other organizational development methodologies to strengthen leadership capability and organizational performance.
  • Strong understanding of modern talent technologies, AI-enabled solutions, workforce analytics, and digital tools that improve talent outcomes and employee experiences.
  • Working knowledge of SAP SuccessFactors and experience leveraging technology to drive process simplification, adoption, and business value.
  • Strong business acumen and the ability to influence leaders through credibility, insight, and results.
  • Demonstrated track record of simplifying processes and building scalable, practical solutions that leaders and employees will adopt.
  • Proven success leading high-performing teams in global, matrixed organizations.

SUCCESS PROFILE

The successful candidate is a collaborator with high influence and low ego who understands that talent is ultimately a business issue, not an HR issue. They are equally comfortable discussing succession plans with executives, reviewing recruiting performance, facilitating leadership assessment conversations, or helping a business leader solve a workforce challenge.

They bring enough recruiting depth and credibility to effectively lead and hold a large recruiting organization accountable while also shaping the long-term talent and organization capability agenda. They know how to diagnose challenges using data, challenge assumptions, simplify complexity, and drive execution.

Most importantly, they are passionate about building stronger organizations through stronger talent. They understand that the goal is not simply to fill positions or administer talent programs, but to continually improve the quality of talent, leadership, and organizational capability across the company. They help Crocs build fit-for-future talent and organizational capability by strengthening bench strength, developing future leaders, accelerating readiness for critical roles, and ensuring the company has the talent required to achieve its ambitions both today and tomorrow.

LEADERSHIP MANDATE

Build fit-for-future talent and organizational capability while significantly strengthening bench strength across Crocs globally.

The Company is an Equal Opportunity Employer committed to a diverse and inclusive work environment.We accept applications on an ongoing basis.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability, or any other classification protected by law.

Title: VP, Global Talent & Organization Capability 

Salary or Pay Range: $275,000 - $315,000 

Pay offered will vary based on job-related factors such as location, experience, training, skills, and abilities.

At Crocs, Inc. we believe in the power of a blend of in-person and virtual collaboration to drive creativity and strengthen relationships. Your participation in this flexible schedule plays a key role in building a connected and successful team. In-office requirements vary by our work personas: Resident (5 days), Collaborator (4 days), Connector (2-3 days), Explorer (fully remote). This role has been aligned to the Connector persona.

This organization participates in E-Verify.

This position is eligible to participate in a company incentive program. 

This position is eligible for company benefits including but not limited to medical, dental, and vision coverage, life and AD&D, short and long-term disability coverage, paid time off, employee assistance, participation in a 401k program that includes company match, and many other additional voluntary benefits. 

The application window is 45 days, but applicants are encouraged to apply as soon as possible after the posting date in order to ensure optimal consideration.  The posting will be removed if the job is filled before the application window deadline.

Job Category: Corporate 

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