Senior Director, Organizational Design & Development

Key Responsibilities

Organizational Design & Development

• Lead enterprise‑wide organizational design initiatives aligned to business strategy, growth plans, and operating model evolution.
• Diagnose organizational effectiveness, spans and layers, decision rights, ways of working, and workforce deployment.
• Partner with senior leaders on restructuring, integrations, and transformation initiatives.
• Define and implement frameworks for job architecture, role clarity, career paths, and internal mobility.
• Lead organization development interventions (e.g., culture change, leadership alignment, team effectiveness).

Talent & Capability Strategy

• Develop and own the enterprise Talent & Capability Strategy, aligned with current and future business needs.
• Identify critical capabilities and skills required for long‑term success, lead workforce and capability planning.
• Partners with Talent Acquisition, Global Learning, and HR leaders to align hiring, development, and succession strategies.
• Oversee leadership development, succession planning, and enterprise talent review processes for the Support Group (APS).
• Use data and analytics to evaluate talent readiness, bench strength, and capability gaps.

HR Shared Services Leadership

• Provide strategic and operational leadership for HR Shared Services, including employee lifecycle processes and service delivery.
• Define the HR service delivery model, service catalogs, SLAs, and continuous improvement roadmap.
• Optimize efficiency, scalability, and consistency while maintaining a strong employee experience.
• Drive standardization, automation, and process redesign across HR operations.
• Ensure compliance with employment laws, policies, and internal controls in partnership with HR Operations and Legal.

HR Infrastructure & Systems

• Lead HR Infrastructure, including HRIS strategy, reporting, data governance, and process architecture.
• Partner with IT and vendors to optimize HR technology platforms (e.g., HCM, talent systems, case management).
• Define the HR data and analytics strategy to support insight‑driven decision‑making.
• Ensure data integrity, security, and effective integration across HR systems and tools.
• Enable self‑service, manager enablement, and digital HR experiences.

Strategy, Governance & Leadership

• Serve as a trusted advisor to the VP-PH HR and executive leadership on organization and talent strategy.
• Translate enterprise strategy into people, structure, and capability implications.
• Lead and mentor senior managers and directors across OD, shared services, and infrastructure teams.
• Establish governance models, metrics, and KPIs to track effectiveness and ROI of people initiatives.
• Champion change management and communication strategies for enterprise initiatives.

Qualification & Requirements

Required

• Bachelor’s degree in human resources, Organizational Development, Business, or related field.
• 12–15+ years of progressive HR leadership experience, with depth in organizational design/development, Shared Services, and HR operations.
• Proven experience leading mid- to senior‑level teams and operating at an enterprise level.
• Demonstrated success partnering with executive leaders in complex or transforming organizations.
• Strong understanding of HR service delivery models, HRIS platforms, and workforce analytics.
• Exceptional strategic thinking, influencing, and changing leadership skills.

Preferred

• Master’s degree in HR, Organizational Development, Business Administration, or related field.
• Experience in scaled, matrixed, or growth‑oriented organizations.
• Deep expertise in job architecture, workforce planning, and capability‑based talent models.
• Experience leading large‑scale transformations, integrations, or operating model changes.

Benefits

No information available.