Organizational Design & Development, Manager

Job Summary:

We are seeking a strategic highly experienced organizational design and development professional to play a pivotal role in shaping how our large complex enterprise is structured governed and enabled for long-term success. This senior individual contributor will be entrusted with leading enterprise-wide design initiatives applying advanced methodologies to optimize organizational effectiveness and ensuring that structures processes and cultural enablers evolve in alignment with business strategy.

The ideal candidate is both a strategist and a practitionera systems thinker who brings a balance of analytical rigor creative design and practical execution. This role will require deep business acumen expertise in large-scale transformation and the ability to influence senior executives on the future of work operating models and talent effectiveness.

This position sits within the Talent Strategy & Culture Enablement function collaborating closely with peers responsible for learning & development leadership development inclusion & belonging and enterprise talent solutions.

Responsibilities:

Organizational Design & Structure

• Partner with senior executives and HR leadership to assess organizational health identify inefficiencies and design future-state models that enable growth scalability and agility.
• Lead end-to-end org design engagements including operating model development governance frameworks decision-rights mapping and structural redesign.
• Conduct scenario planning workforce segmentation and capability assessments to inform design recommendations.
• Apply organization modeling software and advanced data visualization to test structural options model costs and assess potential risks/benefits.

Organizational Development & Effectiveness

• Diagnose systemic challenges such as decision latency siloed collaboration and talent bottlenecks; recommend and implement evidence-based interventions.
• Design and deploy frameworks to enhance leadership capability succession strength and workforce agility.
• Facilitate executive workshops design sprints and strategic alignment sessions to co-create and stress-test solutions with stakeholders.
• Partner with Talent Solutions HRBPs and business leaders to embed organizational effectiveness principles into workforce planning talent mobility and performance management practices.

Change & Culture Enablement

• Develop and execute change enablement strategies that increase adoption of new structures roles and ways of working.
• Translate complex transformation initiatives into clear leader-friendly narratives that drive buy-in and sustained behavior change.
• Ensure org design and OD initiatives reinforce desired cultural outcomes in partnership with Culture Inclusion & Belonging leaders.
• Build leader capability in change leadership through coaching tools and frameworks.

Enterprise Collaboration & Thought Leadership

• Serve as a trusted advisor to senior leaders guiding them on organizational strategy design trade-offs and workforce effectiveness trends.
• Monitor external best practices and emerging research in organizational design operating models and the future of work; translate insights into actionable strategies.
• Drive integration with enterprise-wide initiatives such as digital transformation M&A integration and global talent strategies.
• Represent the Talent Strategy & Culture Enablement team in senior forums contributing to strategic decision-making and governance.

Qualifications

• Bachelors degree in Organizational Development Human Resources Business Administration or related field; Masters degree (OD I/O Psychology or MBA) strongly preferred.
• 10 years of progressive experience in organizational design organizational development or HR strategy within large global matrixed enterprises.
• Demonstrated expertise in operating model design workforce transformation and change management.
• Proven track record in leading enterprise-level redesign efforts from initial diagnosis through execution and sustainment.
• Advanced facilitation and consulting skills with executive audiences.
• Proficiency in org modeling tools and HR analytics platforms.
• Strong financial acumen with the ability to link design choices to cost structures productivity and business outcomes.
• Exceptional stakeholder management with the ability to influence at the C-suite level without direct authority.

Key Competencies

• Strategic Thinking: Anticipates future organizational needs and develops solutions that position the enterprise for long-term success.
• Collaboration & Influence: Builds strong relationships across functions and geographies navigating complexity with ease.
• Systems Orientation: Understands organizational interdependencies and leverages them to optimize design and execution.
• Change Leadership: Guides executives and teams through ambiguity and transformation with confidence empathy and clarity.
• Analytical Rigor: Uses quantitative and qualitative data to diagnose challenges model outcomes and measure impact.
• Business Acumen: Links organizational design and OD strategies to financial performance customer impact and market positioning.

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