Organizational Effectiveness Business Partner

At GE Appliances, a Haier company, we come together to make “good things, for life.” As the fastest-growing appliance company in the U.S., we’re powered by creators, thinkers and makers who believe that anything is possible and that there’s always a better way. We believe in the power of our people and in giving them the freedom to explore, discover and build good things, together.

The GE Appliances philosophy, backed by three simple commitments, defines the way we work, invent, create, do business, and serve our communities: we come together, we always look for a better way, and we create possibilities.

Interested in joining us on our journey? The Organizational Effectiveness Business Partner combines strong HR business partnering with organizational effectiveness discipline to help leaders build teams, structures, and ways of working that enable speed, accountability, and sustained performance. Anchored in the Air & Water business, this role partners across HR and enterprise stakeholders to bring a systems-level perspective—identifying organizational effectiveness opportunities, diagnosing patterns that impact scale, and designing practical, scalable solutions that enable the Air & Water business to grow.

Organizational Effectiveness Business Partner

USA, Louisville, KY

• Operating Model Enablement:
  • Translate the Air & Water operating model into practical organizational mechanisms—such as decision rights, accountability, governance, and operating rhythms—within supported teams and functions, in partnership with business leaders and HR Business Partners.
  • Identify and diagnose points of friction where the operating model is not enabling effective execution, and partner with leaders to design and implement targeted, practical interventions that improve speed, clarity, and performance.
  • Work alongside leaders and HR Business Partners to reinforce ownership, decision‑making, and accountability at the point of value creation, ensuring alignment between organizational system design and how leaders execute through their teams.
• Organization Design & Effectiveness:
  • Apply systems thinking to organization design, role clarity, and team structure decisions.
  • Assess spans and layers, decision rights, accountability, and interfaces to improve execution speed and clarity.
  • Support organization changes driven by growth, strategy shifts, or capability needs.
  • Introduce practical frameworks and tools that leaders can use to improve how work gets done.
• Change Leadership, Operating Model & Ways of Working:
  • Design and enable the Air & Water change approach by defining how change is led, reinforced, and embedded into day‑to‑day leadership practices, ways of working, and employee behaviors.
  • Partner with leaders to translate the operating model into clear employee capabilities, expectations, and ways of working—ensuring teams execute in alignment with the operating model and deliver intended business results.
  • Reinforce leadership behaviors and cultural mechanisms that enable ownership and accountability.
• Talent, Leadership & Team Development:
  • Advance talent pipelines, succession planning, and development priorities within supported functions.
  • Partner with enterprise learning and talent teams to align role‑based and leadership development.
  • Diagnose leadership and team effectiveness and facilitate targeted working sessions when needed.
  • Build leader capability in coaching, feedback, inclusive leadership, and decision‑making.
• Strategic Partnership & Capability Building:
  • Serve as a thought partner to the Air & Water HR Leader on organizational effectiveness topics, providing insights, options, and recommendations within supported areas.
  • Identify recurring patterns and systemic issues across the Air & Water ecosystem and proactively surface observations and implications to HR and business leaders.
  • Contribute to building organizational development capability within HR by developing and sharing practical language, tools, and playbooks in partnership with HR colleagues.
  • Partner closely with HR Business Partners to support alignment between organizational system design and how leaders execute through their teams.