Director, Workforce Strategy & Organizational Effectiveness

Job Description Summary:

Reports to: Vice President, Workforce Strategy, Organizational Effectiveness & Product Management.

Team: Individual Contributor role (may lead small pods / dotted-line squads); heavy networked collaboration.

Overview:
We are seeking a strategic, collaborative, and intellectually curious leader to join the Talent & Development COE. This role supports the VP in translating business strategy into integrated workforce, organizational, and execution plans. Operating within the Global T&D COE and across the Global People & Culture Function, this role supports enterprise workforce planning, organizational design, ensuring the organization has the right talent, structure, and capabilities to achieve business objectives. This is achieved through data-driven insights and scalable organizational models.

We are building a modern, scalable approach to workforce strategy, organizational effectiveness, and people products - with a strong emphasis on decision-quality, adoption, and measurable outcomes.

This is an ideal role for a consultative leader who thrives in rapidly 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. While this role is strategic, it is equally critical that the candidate bring a consulting approach and is comfortable in owning work delivery and outputs from concept to completion.

Key Responsibilities:

Workforce Planning & Strategic Insights

• Build and evolve workforce planning approaches that translate business strategy into forward-looking headcount, capacity, skills, location, and workforce mix implications.
• Partner with Finance/FP&A, HRBPs, and People Analytics to develop scenario planning (e.g., base, growth acceleration, cost-constrained) with clear assumptions and actions.
• Establish workforce analytics, scenario planning, and executive-ready insights to support leadership decision-making.
• Support planning needs created by organizational change, restructuring, or shifts in strategy.
• Partner with Talent Acquisition, Enterprise Capabilities, Talent Strategy, Global Assessments and Total Rewards to address workforce gaps and future capability needs.

Organizational Design & Organizational Effectiveness

• Support identification and establishment of organizational design standards, frameworks, and governance.

• Assist VP and function leaders to evolve standards in design including organizational structures, operating models, spans and layers, and role clarity.
• Support organization assessments and redesigns to enable growth, transformation, restructuring, or post-merger integration.
• Review organizational design decisions to ensure alignment with talent strategy, performance management, and leadership development.
• Embed change management and communication strategies to drive adoption and sustained effectiveness.

Influence & Partnership

• Act as a trusted advisor to the VP, COE, and People function on workforce and organizational topics.
• Lead and develop best practices across workforce planning, organizational design, and organizational effectiveness.
• Partner closely with HR Centers of Excellence (Total Rewards, Enterprise Capabilities, Talent Strategy, People Analytics, etc.) to drive integrated people solutions.
• Collaborate with Finance, Strategy, and Operations to ensure alignment between people strategy and business execution.
• Influence creation and adoption of data-driven, enterprise-wide approaches to organizational and talent decisions.

Governance, Metrics & Continuous Improvement

• Define and track KPIs related to workforce health, organizational effectiveness, and program outcomes.
• Ensure compliance with labor laws, internal policies, and ethical standards across workforce planning and organizational changes.
• Continuously improve HR frameworks, tools, and methodologies to increase organizational agility and execution effectiveness.
• Support the VP in running key data gathering and decision forums / routines
• Build and maintain standardized processes, templates, and toolsets

• Stay connected and informed on business strategy and future of work decisions that will inform/impact forward-looking human capital planning, including growth strategy, org design, operating model, product model, Digital/AI investment

Who You’ll Work With

This position will work across a vast network of stakeholders, including:

• Business Leaders (OU/FN)
• HR Business Partners
• Talent & Developmen