About Second Harvest of Silicon Valley
Founded in 1974, Second Harvest of Silicon Valley is one of the largest food banks in the nation and a trusted nonprofit leader in ending local hunger. The organization distributes nutritious groceries through a network of nearly 400 partners at drive-thru and walk-up sites across Santa Clara and San Mateo counties. Due to the prohibitively expensive cost of living in Silicon Valley, the economic downturn caused by the COVID-19 pandemic, and the rise in inflation, Second Harvest is now serving an average of about 500,000 people every month. Second Harvest also connects people to federal nutrition programs and other food resources, and advocates for anti- hunger policies on the local, state and national levels. To learn more about how Second Harvest is responding to the incredible amount of need in Silicon Valley, visit shfb.org.
 

About the Position
Second Harvest is seeking a strategic, collaborative, and people-centered leader to serve as Workplace Strategy Lead in a three-year, fixed-term individual contributor role. As the organization prepares to consolidate two legacy facilities into a new, unified headquarters, this role will guide the end-to-end implementation of our workplace transition strategy—ensuring our people, culture, and operations are positioned for long-term success in a hybrid, future-ready environment. The Workplace Strategy Lead will develop and lead cross-functional strategies to bring our new workplace strategy to life through space planning, employee engagement, change management, and post-move optimization. This is a unique opportunity to shape how space and culture intersect at one of the nation’s largest food banks, ensuring the physical environment supports collaboration, innovation, equity, and belonging.
 

Core Competencies
This role requires strength across four leadership domains—Thought, Results, People, and Self—to effectively lead a major transformation in a mission-driven, equity-centered context.
 

Thought – Strategic thinking and vision alignment
•    Drives Vision and Purpose – Crafts a compelling vision that connects space to strategy, people, and mission.
•    Plans and Aligns – Translates ideas into clear milestones and coordinated efforts.
•    Manages Ambiguity – Navigates complexity and change with clarity and decisiveness.
 

Results – Execution, accountability, and continuous improvement
•    Ensures Accountability – Delivers on commitments with strong planning and follow- through.
•    Optimizes Work Processes – Applies project management tools to streamline work and adapt as needed.
•    Customer Focus – Centers staff experience and feedback to ensure the workplace supports success.
 

People – Collaboration, communication, and influence
•    Collaborates – Fosters cross-functional relationships to drive shared ownership.
•    Communicates Effectively – Shares information clearly, inclusively, and consistently across audiences.
•    Instills Trust – Demonstrates integrity, transparency, and responsiveness throughout the change process.
 

Self – Self-awareness, adaptability, and resilience
•    Demonstrates Resilience – Maintains focus, energy, and composure in dynamic environments.
•    Leads with Authenticity – Shows up with humility and consistency, building trust across the organization.
•    Reflects and Grows – Adapts based on learning and feedback to continuously improve.
 

Responsibilities
1.    Develop & Align Workplace Strategy (Year 1)
•    Lead the design and finalization of Second Harvest’s future-forward workplace strategy, integrating hybrid work structures, neighborhood-based planning, and inclusive space use.
•    Create change management, communications, and staff engagement plans tailored to our nonprofit culture and workforce.
•    Align and engage leadership and cross-functional stakeholders to ensure consistent vision and buy-in.

2.    Lead Engagement & Change Readiness (Years 1–2)
•    Build and implement phased employee engagement plans, including workshops, feedback loops, and staff champions.
•    Partner with Facilities, IT, People & Culture, and Communications teams to plan for furniture selection, technology tools, accessibility, and space activation.
•    Design staff readiness programs, including training, onboarding, rituals, and equity- focused engagement for both hybrid and on-site teams.

3.    Execute Move & Staff Onboarding (Year 2)
•    Coordinate the people-related logistics of the physical move: neighborhood assignments (including workstations and team rooms), shared equipment needs, wayfinding, and welcome experience.
•    Lead orientation and “first 30 days” onboarding, including communication, space and
tech training, and real-time support.
•    Support teams in establishing hybrid work norms, onsite schedules, and collaboration agreements.

4.    Drive Post-Move Improvement & Culture Integration (Year 3)
•    Evaluate the effectiveness of the new workplace using utilization data, staff feedback, and equity audits.
•    Facilitate iterative improvements in space use, policies, and workplace practices based on real-world experiences.
•    Reinforce key cultural behaviors and lead ongoing engagement and change management efforts to sustain momentum.

The ideal candidate will possess the following professional qualifications: Required:
•    Bachelor’s degree in Organizational Development, Business, Communications, Design, or a related field
•    5+ years of experience leading organizational change, workplace transformation, or complex cross-functional initiatives
•    Demonstrated success in project management, staff engagement, and internal communications
•    Deep understanding of hybrid work models, inclusive workplace design, and equity- centered change practices
 

Preferred:
•    Certification in change management (e.g., Prosci, ADKAR)
•    Experience in nonprofit, mission-driven, or community-based organizations
•    Background in workplace design, employee experience, or facilities planning
•    Experience leading post-pandemic workplace transitions