Associate Director Enterprise Org Development

Role Purpose

The Associate Director, Enterprise Organizational Development is the enterprise product leader responsible for building, operationalizing, and scaling the Organizational Development products defined by the VP, Organizational Development. This role translates enterprise strategy into organizational development leader enablement tools and governance that can be deployed consistently across the business.

• A deep subject‑matter expert in organizational development, design, and culture change
• A product operator who builds standard work, tools, and adoption mechanisms
• A capability multiplier
  , enabling HRBPs, talent partners, and leaders to execute with confidence

• Join a 140 year new company undergoing a significant transformation, powered by a lean business system and talent system engine
• Be a leader in a compelling growth story backed by strong market trends and a right to win in 3 verticals – decarbonization, mission critical environments, and AI driven economy with explosive data center growth
• Shape an enterprise talent system at scale (90,000 employees globally) from the ground up
• Partner directly with CHRO, Business Leaders, and HR Leaders who believe talent and organizational capability is a key part of our winning formula
• Build organizational development products that will ensure we have the right people in the right roles with the right skills at the right time and cost to drive high performance
• Leave a lasting enterprise legacy

• Build and continuously improve the organizational design playbook
  , tools, and diagnostics
• Establish and run org design governance
  , standards, and review processes
• Define role design, span/layer, and structure guidance aligned to enterprise principles
• Ensure org design decisions improve clarity, accountability, and performance
• Apply the methodology to major org changes and capture learnings for scale

• Build and maintain the enterprise culture shaping methodology and leader toolkits
• Create practical tools for stakeholder analysis, communication, and adoption planning
• Define adoption and reinforcement metrics tied to behavior and outcomes
• Integrate change management principles within kaizen and all talent system processes

• Define triggers and criteria for formal org design and change review
• Establish documentation, approval, and tracking standards
• Ensure consistency and quality across business‑led changes
• Surface patterns, risks, and insights and own continuous improvement

• Enable HRBPs and leaders to confidently lead org design and change work
• Develop leader‑facing materials that support self‑sufficiency
• Coach HR and leaders through complex redesigns and transformations
• Build feedback loops to continuously improve tools and adoption

• 7–10 years of progressive HR or OD experience across Organizational Design, Change Management, Organization Effectiveness, Talent, or HR Business Partnering
• Hands‑on experience designing and executing org design and change initiatives
  , including role clarity, spans/layers, and operating model work
• Built or operationalized playbooks, toolkits, or standard work (e.g., org design, change, role design) used by HRBPs or leaders
• Applied change management methodologies to real business transformations, with focus on adoption and sustainment
• Experience supporting strategic workforce planning
  , translating strategy into capability action plans
• Strong partnership with senior leaders
  , serving as a trusted advisor while operating within established enterprise direction
• Proven ability to influence without authority in matrixed, global environments
• Demonstrated learning mindset
  , using feedback and outcomes to continuously improve

• Grounds organizational design and change work in real business problems, not theory
• Goes to Gemba to understand how work actually gets done before proposing solutions
• Translates strategy and direction from leadership into clear,…