Organization Effectiveness Director
About the role
The Organization Effectiveness (OE) Director serves as the enterprise subject matter expert for Organization Effectiveness, Organization Design, Operating Models, and Workforce Strategy. This individual will establish OE methodologies, lead complex organizational transformation initiatives, provide strategic consulting to senior leaders and HRBPs, and drive measurable improvements in organizational performance and business execution.
Responsibilities
Partner with senior business and HR leaders to shape the future of the organization. Serve as a trusted advisor, helping leaders assess organizational challenges, uncover opportunities, and develop strategies that improve organizational performance, workforce effectiveness, and business outcomes.
Through thoughtful consultation and executive coaching, help leaders navigate complex change while aligning talent, structure, and capabilities to strategic objectives.
Advance enterprise-wide organizational effectiveness capabilities. Identify capability gaps and design targeted development strategies to strengthen the organization's ability to lead transformation, manage change, and build high-performing teams.
Develop and lead a high-performing organizational effectiveness team. Provide leadership, coaching, and development that enables the team to deliver consistent, high-quality solutions and measurable business impact.
Drive alignment between people strategy and business strategy. Collaborate across functions and geographies to ensure organizational effectiveness initiatives support enterprise priorities.
Establish and evolve enterprise standards, frameworks, and infrastructure. Shape the future of organizational effectiveness by designing and enhancing policies, frameworks, tools, systems, and governance models that support sustainable business performance.
Drive measurable business value through data, analytics, and performance insights. Build an integrated set of organizational effectiveness metrics that connect people initiatives to business outcomes.
Design innovative solutions that accelerate strategic transformation. Develop and implement creative, value-based interventions that address complex organizational challenges and enable leaders to achieve their strategic goals.
Leverage technology-enabled organizational effectiveness. Enhance the application, adoption, measurement, and user experience of organizational effectiveness solutions.
Lead the continuous improvement of HR and organizational effectiveness practices. Identify opportunities to enhance how HR supports the business through external benchmarking, industry research, strategic partnerships, and cross-functional collaboration.
Requirements
Lead enterprise-wide organization design efforts that align structure to strategy. Deep understanding of organization design principles, operating model design, and strategic workforce planning to help leaders create structures that enable business growth, improve accountability, and increase organizational effectiveness.
Drive large-scale transformational change that delivers measurable business outcomes. Apply structured change management methodologies to complex organizational initiatives.
Leverage workforce analytics and data-driven insights to shape decisions. Strong analytical capabilities to identify organizational challenges, diagnose root causes, and recommend solutions.
Serve as a trusted strategic advisor to HRBP’s and senior leaders. Partner with executives and HR leaders to assess organizational effectiveness, navigate complex talent and workforce issues, and provide practical recommendations that balance employee needs with business objectives.
Navigate complexity, ambiguity, and organizational dynamics with confidence. Exceptional organizational savvy and sound judgment to understand political, cultural, and operational dynamics while helping leaders make informed decisions in uncertain environments.
Facilitate alignment and collaboration across global stakeholders. Outstanding communication, facilitation, and interpersonal skills to bring diverse groups together around common objectives.
Bring a global and future-focused perspective to organizational challenges. Understand external market trends, evolving workforce expectations, and organizational capabilities to design solutions that position the company for long-term success.
Demonstrate courageous, inclusive, and authentic leadership. Confidence to address difficult issues, challenge assumptions, and provide honest recommendations, even when those conversations are uncomfortable. Foster trust by valuing diverse perspectives, demonstrating self-awareness, acting with integrity, and creating an environment where employees and leaders feel heard, respected, and supported during periods of change.
Qualifications
College, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required.
Prosci Change Management Certification, Organization Design Certification (e.g., Korn Ferry, Deloitte, Mercer, Future State, OrgVue), Strategic Workforce Planning Certification and/or Project Management Professional (PMP) - preferred.
Prior experience in a Big Four consulting environment is highly desirable.
Organization Development Certification (ODCP or equivalent), Executive Coaching Certification (ICF), Lean Six Sigma Green/Black Belt, SHRM-SCP or HRCI SPHR/GPHR and/or Human Capital Strategy certifications – strong differentiators.
Proven experience working in global matrix organizations, complex multinational environments and success with shaping enterprise-wide transformation initiatives.
Demonstrated success engaging and influencing executive leadership teams.
Skills
Deep expertise in organizational diagnostics, design, change leadership, and executive facilitation within complex global organizations.
Benefits
Remote work arrangement for candidates residing in the United States.
Pay
Please note that the salary range provided is a good faith estimate on the applicable range. The final salary offer will be determined after considering relevant factors, including a candidate’s qualifications and experience, where appropriate.
Schedule
Exempt - Experienced