Senior Director, Global Talent & Organizational Effectiveness

Role Overview

The Senior Director, Global Talent & Organizational Effectiveness is a strategic HR leader responsible for shaping and advancing enterprise talent and organizational effectiveness strategies that strengthen organizational capability, leadership effectiveness, workforce readiness, employee experience, and business performance. This role develops integrated talent and organizational frameworks that help the organization evolve, scale, and deliver on its strategic priorities in a complex, global environment.

As the enterprise leader for Talent & Organizational Effectiveness, this role oversees end-to-end talent architecture, including organizational design methodologies, job and skills architecture, strategic workforce planning, performance enablement, leadership development, talent review, and succession planning. The role establishes enterprise-wide methodologies, governance, tools, diagnostics, and talent systems that drive consistency, scalability, and alignment across the organization.

Partnering closely with executive leadership, HR Business Partners (HRBPs), and cross-functional stakeholders, this role aligns organizational structure, leadership capability, workforce strategy, and talent investments with business priorities. HRBPs serve as primary advisors responsible for applying these frameworks within their business areas, while this function provides the strategy, architecture, governance, tools, and organizational effectiveness expertise that enable execution. The role balances enterprise consistency with business flexibility to support scalable, adaptive talent practices and a strong employee experience across the organization.

Operating at both strategic and enterprise levels, the Senior Director serves as a trusted advisor on organizational effectiveness, transformation, workforce modernization, and leadership capability. The role advances modern, data-informed talent systems and organizational practices that improve agility, strengthen leadership pipelines, enhance organizational health, and support long-term mission and business success, while serving as a key steward of the employee experience.

 

Strategic Accountabilities

Global Organizational Design & Transformation

• Lead enterprise organizational design by developing scalable methodologies, standards, tools, and governance that enable consistent, business-aligned design practices across the organization.
• Equip HRBPs and leaders with frameworks, diagnostics, and resources to clarify accountabilities, governance, decision rights, spans and layers, and operating model effectiveness.
• Advise executive leaders on organizational effectiveness, workforce transformation, and enterprise change initiatives, designing structures that balance mission impact, innovation, and operational efficiency.

 

Organizational Effectiveness (OE) & Organizational Development (OD)

• Establish enterprise OE/OD frameworks, diagnostics, and health metrics that enable scalable, data-informed assessment of organizational effectiveness, capability, and talent health.
• Design and embed repeatable OE/OD strategies, toolkits, and employee experience frameworks that strengthen leadership alignment, culture, collaboration, manager effectiveness, and workforce agility.
• Integrate OE/OD practices into enterprise transformation efforts through strong governance, consistent talent processes, meaningful metrics, dashboards, and continuous improvement informed by internal data and external benchmarks.

 

Global Talent & Leadership Development

• Lead a forward-looking enterprise learning and leadership development strategy aligned to future skills, business priorities, and long-term organizational capability.
• Build leadership and manager capability across all levels through modern, skills-based, and experiential development approaches that strengthen organizational effectiveness and employee experience.
• Develop differentiated succession and talent pipeline strategies for executives, critical roles, and high-potential talent to support continuity, resilience, and strategic growth.

 

Performance Enablement & Talent Systems

• Lead the design and continuous improvement of the organization’s performance enablement framework to ensure clarity, strategic alignment, accountability, and a growth-oriented employee experience.
• Establish enterprise governance, standards, and methodology for performance enablement and talent review processes.
• Design integrated talent systems that connect goals, feedback, development, and business outcomes, and enable adoption through t