Senior OD Partner

Job Title

Senior OD Partner

London or Berlin (Hybrid Working Model)

Monday 2nd March 2026

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The Senior Organisational Development (OD) Partner is a strategic consultant and change leader responsible for shaping organisational effectiveness, capability, and culture across the business. This role leads complex OD programmes, partners with HR and/or senior leaders on transformation initiatives, and provides expert guidance on organisational design, change management, leadership effectiveness, and workforce capability.

As we establish a new OD function, the Senior OD Partner will play a pivotal role in defining the organisation’s OD approach. This includes designing and embedding OD frameworks, tools, and methodologies, and building OD capability across both HR and the wider business through targeted upskilling, coaching, and knowledge‑sharing.

The Senior OD Partner is instrumental in diagnosing organisational challenges, designing evidence‑based interventions, and ensuring the organisation is equipped to deliver its strategic goals. This role can be in our London or Berlin offices on a hybrid working model.

• Lead enterprise‑level OD initiatives that support organisational transformation, culture evolution, and strategic capability building.
• Partner with senior leaders and/or HR colleagues to diagnose organisational needs and design targeted, evidence‑based interventions.
• Provide expert consultancy on organisational design, workforce planning, and operating model optimisation.

• Design, develop, and embed core OD frameworks, methodologies, and tools to support consistent, high‑quality OD practice across the organisation.
• Establish clear standards for OD diagnosis, intervention design, evaluation, and change delivery.
• Ensure OD approaches are scalable, practical, and aligned with organisational strategy and values.

• Build OD capability across HR teams and business leaders through structured upskilling, coaching, and knowledge‑sharing.
• Develop and deliver training, toolkits, and resources that strengthen OD literacy and confidence across the organisation.
• Act as a mentor and thought partner to HR colleagues, supporting their growth in OD practice.

• Lead complex change programmes, ensuring alignment between people, processes, and strategy.
• Develop change strategies, communication plans, and stakeholder engagement approaches.
• Coach leaders to build change leadership capability and resilience.

• Facilitate senior‑level workshops, team effectiveness sessions, and leadership interventions.
• Support leadership development priorities in partnership with the HRBP team and the wider People and OD teams.
• Contribute to succession planning and capability assessments.

• Drive culture‑shaping initiatives that strengthen collaboration, inclusion, and high performance.
• Use employee listening insights to inform organisational priorities and action planning.

• Use organisational diagnostics, data, and analytics to identify trends and inform decision‑making.
• Evaluate the impact of OD interventions and continuously refine approaches.

• Act as a key member of the People and OD leadership team driving delivery on our strategic priorities.
• Foster innovation, collaboration and…