Director of Organizational Effectiveness & Internal Communications

The Director of Organizational Effectiveness (OE) & Internal Communications is a hands-on builder and practitioner responsible for designing, launching, and embedding a new enterprise Organizational Effectiveness capability while leading and evolving the Internal Communications function. This is an ideal role for a consultative leader who thrives in evolving environments, is excited to build, can bring structure without bureaucracy, and excels at influencing across a network rather than relying on a large direct team.

Reporting to the SVP of People Operations & Digital Enablement, this role will personally design and deliver organizational design, change management, leadership effectiveness, and communication solutions - while simultaneously building the frameworks, tools, operating models, and team capability to sustain them at scale. While this role is strategic, it is equally important that the candidate bring a consulting approach and is comfortable in owning work delivery and outputs from concept to completion.

This is a player–coach role: you will work directly with senior leaders on complex organizational and change challenges, lead key enterprise initiatives yourself, and progressively build repeatable OE and change practices across the organization. You’ll shape how the organization is designed, how change is executed, and how information flows – ensuring clarity, alignment, and engagement as the business evolves.

This position will either be based in the Parsippany, NJ office or in a remote work setting.________________________________________Organizational Effectiveness & Organizational Design (Hands-On Delivery)
 • Personally lead and execute enterprise and function-level organizational design work, including structure, role clarity, decision rights, operating models, and governance.• Conduct organizational assessments using diagnostics, data, interviews, and workshops; synthesize insights into clear, pragmatic recommendations leaders can act on immediately.• Work side-by-side with business leaders to align strategy, capabilities, talent, and ways of working – moving from concept to implementation.• Build and institutionalize core OE methodologies, tools, and standards (e.g., org design approach, role clarity frameworks, decision-rights models).________________________________________Change Management & Enterprise Transformation (Build and Deliver)
 • Design and lead change management efforts directly for major initiatives (transformations, restructures, digital enablement, M&A), serving as the primary change practitioner on priority work.• Translate strategy into actionable change plans, including stakeholder mapping, leadership alignment, communication, capability building, and adoption tracking.• Ensure change approaches are tightly integrated with internal communications to drive understanding, commitment, and sustained behavior change.• Coach and equip senior leaders and HRBPs with practical tools to lead change effectively, building enterprise change capability over time.________________________________________Internal Communications Leadership (Evolve and Modernize)
 • Lead and develop the Internal Communications team while remaining actively involved in message development, storytelling, and delivery for high-impact initiatives.• Refresh and execute an enterprise internal communications strategy that supports business priorities, transformation efforts, and culture.• Create clear standards, governance, and operating rhythms for leadership communications, enterprise updates, and change-related messaging.• Partner directly with executives to strengthen leader-led communications – shaping narratives, preparing talking points, and improving message clarity and impact.• Use engagement, sentiment, and adoption data to continuously refine communication approaches and demonstrate impact.________________________________________Leadership & Team Effectiveness (Practical Interventions)
 • Design and facilitate leadership and team effectiveness experiences, including team diagnostics, alignment sessions, effectiveness workshops, and leadership forums.• Work directly with senior leadership teams to improve clarity, decision-making, and execution during periods of change.• Partner with Talent & Development to embed leadership and organizational effectiveness capabilities into broader development offerings.________________________________________Workforce, Culture & Engagement Enablement
 • Collaborate across People & Experience on talent reviews, succession planning, and capability building, ensuring OE insights inform workforce decisions.• Translate employee listening and engagement data into targeted organizational and communication actions.• Serve as an active steward of organizational health, transparency, inclusion, and sustainable perfo