Executive -Organization Design, Effectiveness, and Employee Engagement Lead at GE MOTORS

Evendale, Ohio, United States -

Full Time

Start Date

Immediate

Expiry Date

07 Mar, 26

Salary

0.0

Posted On

07 Dec, 25

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Organizational Design, Change Management, Employee Engagement, Data Analysis, Performance Improvement, Workforce Planning, Team Effectiveness, Collaboration, Metrics Development, Listening Strategies, Advanced Analytics, Communication, Leadership, Strategic Alignment, Operational Efficiency, Continuous Improvement

Industry

Industrial Machinery Manufacturing

Description

Job Description Summary The Head of Organization Design, Effectiveness, and Employee Engagement will shape how GE Aerospace organizes, scales, and engages its global workforce to leverage FLIGHT DECK to deliver on Safety, Quality, Delivery, and Cost (SQDC) in this order. This leader will build the process and playbooks utilized to design enterprise structures, enable readiness for our business segments and functions, and build listening mechanisms that elevate employee voice — overall ensuring decisions are grounded in data and linked to operational outcomes. This role requires a visionary leader with expertise in organizational development, change management, organizational measurement approaches (including assessing impact), and employee engagement / experience strategies. The successful candidate will collaborate across businesses and functions to ensure alignment with business goals, foster a culture of continuous improvement, and champion employee voice as a critical driver of organizational success. Job Description Key Areas of Oversight and Responsibilities 1. Organizational Design and Strategy Process Development and Strategic Alignment: Own the development of the process and playbooks utilized in partnership with senior leaders and Integrated Talent Leaders (ITL) on organizational structure designs that align with the company’s strategic goals, and that ensure the right roles, responsibilities, and reporting lines are in place to support business priorities. Agility and Scalability: Leverage standard framework (STAR model) and processes that enable the organization to adapt quickly to changes in the business environment, including mergers, acquisitions, and market shifts. Role Optimization: Oversee job analysis and role design to ensure clarity in responsibilities, decision-making authority, and accountability across teams. Workforce Planning Collaboration: Support efforts to assess current and future workforce needs (talent and skills), ensuring the organization is equipped to meet evolving demands and market conditions, through partnering on a broader integrated strategy with an emphasis on measurement. 2. Organizational Effectiveness Performance Improvement: Partner with senior business and HR leaders and Integrated Talent Leaders (ITL) to identify opportunities to enhance organizational performance through process improvements, employee development, and manager development Team Effectiveness: Lead the development of a central approach and resources to be leveraged to foster team effectiveness with a focus on establishing clear roles, decision rights, and operating rhythms; facilitating capability building and psychological safety; and using data-driven diagnostics to improve collaboration, accountability, and outcomes across teams. Metrics and KPIs: Lead the Definition and implementation of novel and innovative metrics and strategies to measure organizational health, including productivity, employee engagement, retention, and operational efficiency, etc. Cross-Functional Collaboration: Facilitate collaboration across departments to address inefficiencies, improve workflows, and foster a culture of teamwork and innovation. 3. Employee Listening and Engagement Enterprise listening strategy: Lead the development of the next evolution of an integrated listening system (annual census, pulses, lifecycle surveys, passive listening) to capture the voice of employees across the entire company. Advanced analytics: Partner across tech, systems, and people analytics to deliver more advanced analyses to generate deeper insights leading to increased impact. Turn insights into action: Translate feedback into prioritized actions linked to FLIGHT DECK and SQDC outcomes. Close the loop: Partner to stablish visible action plans and communications so employees see outcomes from their input; track action completion and impact. Engagement Initiatives: Collaborate with HR and business leaders to design and implement programs that address employee concerns, improve workplace culture, and enhance overall engagement. 4. Change Management Lead transformations: Guide organizational changes tied to program milestones, digital tool deployments, site consolidations, and process standardization—anchored in safety and compliance. Enable adoption: Support the building of change plans with sponsor alignment, stakeholder mapping, training, and reinforcement mechanisms; measure adoption and proficiency. Communicate with clarity: Support narratives that connect change to customer outcomes, SQDC targets, and employee impact; enable local leaders with toolkits. Sustain outcomes: Oversee controls (metrics, audits, leader standard work) to ensure changes hold and continue to improve performance. 5. Leadership and Collaboration Trusted partner to executives: Advise leaders on structure, health, and culture drivers that impact program execution and customer commitments. Lead a high-performing team: Build an OD/OE/listening team that blends analytics, facilitation, and operations experience; set clear objectives tied to FLIGHT DECK and SQDC improvement. Integrate across functions: Collaborate with HR, Safety, Technology & Operations, Digital Technology, and Finance to ensure organizational solutions are practical and measurable. Model GE Aerospace behaviors: Demonstrate Respect for People, Continuous Improvement, and Customer Driven mindset—always with unyielding integrity. Qualifications Education Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or related field; Master’s degree or Doctorate degree preferred. Experience 10+ years in organizational design/effectiveness and employee listening roles within complex, regulated, or industrial environments; aerospace experience preferred. Proven leadership of large-scale change at large organizations. Experience building and running employee listening programs with demonstrable impact on key success metrics. Strong record of cross-functional collaboration and influence at senior levels; experience supporting program management and operational rhythms. Skills Advanced organizational design and operating model expertise Strong analytics: Survey design/analysis, organizational health dashboards, operational metrics, and linkage to business outcomes. Change management proficiency: stakeholder management, communications, training, and sustainment planning. Familiarity with industrial operations and digital collaboration tools; comfort with HR analytics platforms and enterprise systems. Key Competencies Strategic systems thinking: Connect organizational choices to program execution and customer outcomes. Operational rigor: Drive mechanisms and metrics that improve SQDC daily. Inclusive leadership: Build trust, ensure psychological safety, and act on employee voice. Data-driven decision-making: Use evidence to prioritize, act, and iterate quickly. Resilience and adaptability: Lead through ambiguity, ramp-ups, and transformation. Why Join GE Aerospace Drive how an Aerospace company organizes to deliver on its commitments—today’s services and readiness, tomorrow’s scaling of new engines and services, and future technology development. Lead initiatives that measurably improve Safety, Quality, Delivery, and Cost—impact felt across engineering, factories, and global service operations. Champion employee voice and inclusion to strengthen performance and culture in a mission-critical industry. GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). Relocation Assistance Provided: Yes #LI-Remote - This is a remote position At GE Aerospace, we invent the future of flight, lift people up, and bring them home safely. We are a world-leading provider of jet engines, components, and integrated systems for commercial and military aircraft. At GE Aerospace, respect for people is core to our culture and commitment to FLIGHT DECK, our proprietary lean operating model. We attract, develop, and retain industry-leading talent from all backgrounds and cultivate communities where people are respected and empowered to reach their fullest potential. For the people of GE Aerospace, their work isn't just a job. It's their passion and purpose. We work and win as one team, accountable to each other and our customers, and we are always finding a better way to climb higher together. We were meant to fly.

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Responsibilities

The Head of Organization Design, Effectiveness, and Employee Engagement will develop processes and playbooks for organizational structure designs and build mechanisms to elevate employee voice. This role involves collaborating across businesses to align with goals and foster a culture of continuous improvement.