Senior Manager - Organizational Effectiveness

Celanese is seeking a Senior Manager of Organizational Effectiveness to serve as a trusted consultant and thought partner to HR Business Partners, leaders, and teams across the enterprise. This role focuses on improving how work gets done by strengthening organizational design, team effectiveness, leadership behaviors, pipeline development, and change capability—while ensuring solutions are practical, scalable, and aligned with business priorities.

Positioned within the Talent and Organizational Effectiveness team
, this leader balances strategic insight and influence with hands‑on execution. The role translates organizational and workforce challenges into clear frameworks, tools, and interventions that enable HRBPs and leaders to drive performance, engagement, development and sustainable change across their teams.

• Act as a strategic advisor to HR Business Partners and business leaders on organizational health, team effectiveness, leadership behaviors, development, culture, engagement and change strategies.
• Partner to diagnose organizational challenges and identify solutions that improve effectiveness, clarity, and outcomes.
• Support HRBPs in workforce planning, engagement efforts, and team dynamics by providing structured approaches, tools, and facilitation as needed.

• Design and implement organizational design solutions that align structure, roles, decision rights, and ways of working to business strategy.
• Develop and reinforce operating models tailored to drive business outcomes.
• Guide leaders through organization and role design discussions, including spans of control, accountability, and capability requirements.
• Develop and deploy practical tools and processes that improve organizational outcomes (organizational design approaches, success profiles, team effectiveness diagnostics, etc.).
• Support leaders in translating feedback/insights into meaningful behavior change and improved ways of working.

• Apply strong working knowledge of key talent and organizational effectiveness disciplines as well as business acumen to consult on tailored approaches as needed around:
• Talent assessment and performance management
• Succession planning and workforce planning
  
  Leadership development, feedback, and assessments
• Team effectiveness and group dynamics
• Change management principles and adoption strategies
• Ensure alignment of development initiatives with talent processes such as performance management, succession planning, talent reviews, and learning offerings.

• Balance strategy and execution by shepherding initiatives from concept through implementation and adoption.
• Facilitate leadership and team sessions as needed to support alignment, decision‑making, and execution.

• Relevant Bachelor’s degree required; advanced degree in HR, Organizational Development, IO Psychology, or related field preferred.
• 10+ years of experience in organizational effectiveness, organizational development, and/or talent development in roles that directly interface with HRBPs and business leaders required. HR Business Partner experience in a global, complex environment strongly preferred.
• Experience supporting a global workforce, ideally in a manufacturing, industrial, or operational environment.
• Demonstrated success consulting with HRBPs, leaders and business teams to design and implement people initiatives that drive business results, including experience facilitating and leading talent reviews, succession planning discussions, performance calibrations, and organizational design discussions.

• Strong working knowledge of OE/OD and change management concepts and comfort with translating these principles into clear, actionable solutions.
• Ability to present information effectively to audiences of varying levels, including senior leaders.
• Well-developed prioritization and project management skills; able to manage multiple initiatives in a fast‑paced environment.
• Comfort operating in ambiguity and navigating complex organizational systems.
• Skilled facilitator with strong influence and relationship‑building capabilities.
• Data-driven approach to evaluating impact and improving user experience.

• Strategic thinker with a strong bias for practical execution.
• Consultative, credible, and able to influence without authority.
• Systems‑oriented and thoughtful about organizational impact.
• Comfortably moves between diagnosing issues and doing the work to solve them.
  Balances enterprise consistency with business‑specific needs.