TRAVEL REQUIREMENTS:

• Typically requires overnight travel less than 10% of the time.

PHYSICAL REQUIREMENTS:

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

MINIMUM QUALIFICATIONS:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.

PREFERRED QUALIFICATIONS:

• Master’s degree in Organizational Development, I/O Psychology, HR, Business, or related field
• Prior experience in organizational development, internal consulting, or HR strategy roles
• Proven success leading organizational design and change initiatives in complex, matrixed environments. Certification in Organization Design a plus
• Prior experience facilitating large scale workshops and executive meetings to gain alignment and make decisions
• Strong facilitation, stakeholder engagement, and change management skills (e.g., PROSCI or similar)
• Experience with organizational benchmarking and applying data to drive improvements
• Ability to influence senior leaders and drive adoption of new ways of working
• Proficiency in organizational design methodologies and tools (e.g., Visio, OrgVue, Lucidchart), and developing role frameworks and process maps

MINIMUM EDUCATION:

• Bachelor’s degree in Organizational Development, I/O Psychology, HR, Business, or related field

POSITION PURPOSE:

Partnering with business leaders and HR teams, the Senior Manager, Organizational Development (OD) leads the facilitation, design, and implementation of organizational development solutions that align with the business strategy. Acting as an internal consultant, assesses gaps between the current and desired state of the organization to optimize strategy and performance, and advises on short-term and long-term actions to drive desired outcomes. Responsibilities include business strategy refinement (as needed), identifying success metrics, conducting benchmarking, driving organization design initiatives, managing change impacts, facilitating adoption, and supporting continuous improvement through post-implementation reviews.

KEY RESPONSIBILITIES:

• 20% - Business Strategy & Stakeholder Partnership - Serves as a consultant and trusted partner to business leaders and HR Business Partners. Builds strong relationships with internal stakeholders to develop a best fit approach to align evolving business strategies with our organizational structure, leadership, and culture to optimize organizational performance/effectiveness. Seeks to understand desired future state, including success metrics, and identify best fit OD solutions, including structure, process, systems, and people. Designs and facilitates key events (i.e., workshops, leadership team offsites, etc.) for leaders to ensure robust and intentional alignment and planning.
• 50% - Organization Design & Planning - Leads organizational design initiatives including team alignment, discovery (qualitative and quantitative analysis of structure, work, processes, etc.), stakeholder feedback, and design of future-state organizations. Supports benchmarking efforts by comparing organizational health to industry standards as well as a best-fit approach and recommending improvements. Develops supporting materials, including organizational structures/charts, operating/governance models, and process maps.
• 20% - Change Management & Communications - Conducts change impact assessments and create communication plans and materials to support leadership and associate transitions. Maintains awareness of leadership readiness for change and partners as appropriate to enhance capability to lead through change. Coordinates with partner teams (e.g., learning, communications, compensation, talent acquisition, HR business partners) to ensure smooth implementation.
• 10% - Implementation & Adoption Support - Facilitates adoption of new structures and ways of working, via change integration support, leading workshops, and coordinating learning. Follows up on project success metrics post-implementation to ensure optimal adoption and partners with the business and HR Business Partners to make adjustments and plans as appropriate.