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 practitioner—a 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

• Bachelor’s degree in Organizational Development, Human Resources, Business Administration, or related field; Master’s 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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