Director, Organization Development

** Overview*
* We are hiring a Director, Organization Development. This is a high-impact role for an organization development practitioner who can help shape how the People team works, leads, and delivers through one of its most consequential periods of transformation. The Director, Organization Development will bring strategic depth, practical judgment, and a bias for action-translating organizational theory, diagnostics, and data into clear choices, fast learning, and durable behavior change across leaders, teams, and systems.

This leader will partner with senior People leaders to make complex organizational opportunities easier to see, understand, and act on. They will diagnose where structures, decision rights, leadership practices, culture, capabilities, and ways of working are enabling progress-or getting in the way-and will turn those insights into interventions that leaders can actually use. Success requires someone who is as comfortable facilitating difficult executive conversations as they are building pragmatic roadmaps, sequencing change, and helping teams move from intent to execution.

The candidate will be energized by work that sits at the intersection of strategy, organization design, leadership effectiveness, culture, and change. They will bring credibility with senior leaders, OD experience, and a grounded understanding of what it takes to make transformation stick inside a large, global, matrixed company. Rather than offering theory alone, this leader will help the organization make better tradeoffs, align around the work that matters most, and build the capability to deliver with greater clarity, speed, and impact.

This role also includes management responsibilities and will require a leader who builds trust, develops talent, sets a high bar for quality and impact, and creates the conditions for others to do meaningful, transformative work.

Microsoft's mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.

** Responsibilities*
* ** Change Design and Orchestration*
* + Guides HR and business leaders through complex, large-system organizational transformation efforts with urgency, clarity, and sound judgment-helping teams quickly understand what matters most and where action is needed.

+ Leads the creation of practical, end-to-end change plans that move from diagnosis to action quickly and responsibly. Develops communication, engagement, and implementation plans that improve business outcomes, manages schedules and budgets, evaluates progress, and adjusts the approach as new information emerges.

** Leadership and Team Effectiveness*
* + Rapidly assesses leadership and team effectiveness issues, distinguishes signal from noise, and designs practical interventions that improve alignment, decision quality, accountability, and execution against strategic objectives.

+ Connects leadership and team effectiveness work to the broader Microsoft ecosystem, using metrics and leader insight to monitor progress, identify risks early, and keep interventions focused on the outcomes that matter most.

** Organizational Capability*
* + Provides timely organizational capability insights that inform strategic execution and decision making. Defines long-term capability needs while identifying near-term actions leaders can take to strengthen processes, talent, ways of working, and operating discipline.

** Organizational Design*
* + Provides executive counsel on organizational models and system analyses, balancing thoughtful design with the need to make timely decisions and move work forward.

+ Designs and leads organization design efforts-such as information flow, governance, goals and metrics, process redesign, restructuring, and culture activation-that make strategy easier to execute and improve organizational outcomes.

** Organizational Diagnosis*
* + Engages business leaders to gather the right data quickly, validate organizational diagnostics, and determine what must be understood deeply versus what can be acted on now. Partners with peers and analytics teams to improve data quality, insight generation, and decision readiness.

+ Partners across the People team to understand the full organizational system, pressure-test insights, and connect diagnostics to broader business, talent, culture, and technology implications.

+ Applies rigorous diagnostic frameworks and data-based assessment techniques without letting analysis slow action. Synthesizes qualitative and quantitative information, identifies the highest-leverage insights, frames clear recommendations, and proposes OD interventions that can be implemented and measured.

+ Identifies gaps, conflicts, and misalignments in strategy execution and leader or employee…