Group Director Organization Design & Change Enablement

About the role

THIS COMPANY is looking for a Group Director, Organization Design & Change Enablement to join our Organizational Development & Effectiveness (OD&E) Center of Excellence within People & Organization (P&O) Center of Excellence. You will own the methods, tools, and enablement that help P&O and the business design more effective organizations and lead change in a consistent, human-centered way, spanning operating model design, org structure, role clarity, governance, ways of working, change readiness, and adoption. This role is a key partner for HRBPs, COEs, the P&O PM community, Rewards, business leaders, the Change community, and Global.

Responsibilities

• Maintain and evolve THIS COMPANY’s House approach to organization design and operating model work — ensuring it is applied consistently across transformations and updating it for the age of AI.
• Diagnose and design across the full set of organization levers — structure, operating model, spans and layers, roles and decision rights, governance, and ways of working.
• Create reusable tools for structure, role clarity, decision rights, and ways of working that scale across P&O and the business (i.e., PACE Program).
• Partner with Global to build change capability across the organization, leveraging the House change-management approach and adoption methodology.
• Support high-priority, cross-functional, enterprise-wide transformations — pilots, sensitive projects, and ecosystem work.
• Help enable the future HRBP role, shifting it from operational support toward strategic advisory.
• Mobilize P&O to help transform work itself — identifying transformation opportunities and managing AI-related disruption, in partnership with HRBPs, Portfolio Management, People Analytics, and Workforce Strategy.
• Use Voices as a culture instrument — interpretation and action-planning support that turns listening into meaningful change.

Skills

• Enabling others to lead change well — coaching COEs, HRBPs, project teams, and senior sponsors rather than owning delivery yourself.
• Navigating complexity and influencing through ambiguity, without relying on formal authority.
• Designing frameworks and tools that scale, not one-off fixes.
• Human-centered change — building genuine adoption and helping leaders anticipate and manage resistance.
• Connecting the dots across organization design, culture, governance, and transformation.
• Shape the operating model of a newly formed Center of Excellence at the center of THIS COMPANY US’s people strategy.
• Gain visibility to senior P&O and business leadership on the House’s most sensitive and high-priority transformations.
• Partner directly with Global to evolve the House-wide approach to org design and change for the age of AI.
• Grow as an enterprise change leader at the intersection of organization design, culture, and AI.

Requirements

• Deep organization design and operating model expertise — operating model design, spans and layers, capability-based design, and decision rights.
• Fluency in a structured change-management methodology and adoption measurement — change readiness, sponsorship, manager enablement, and tracking adoption and impact.
• Group Director-level credibility and facilitation skill, and the ability to influence through ambiguity.
• A track record of building tools and frameworks — decision rights, ways of working, governance — that others actually adopt, and a data-informed approach to designing and measuring enablement.
• Experience guiding high-stakes, cross-functional, enterprise-wide transformations.
• A clear point of view on how AI is reshaping organizations and the nature of work.
• Comfort holding a clear scope boundary: this role owns frameworks, enablement, strategic advisory, and targeted execution — not delivery of every change initiative, project management for all P&O work, final business decisions on structure, or HRBP business-relationship ownership.