About the role
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. Provides timely organizational capability insights that inform strategic execution and decision making. 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. Builds a clear case for action, gains ownership for the path forward, and mobilizes internal and external resources with appropriate speed and discipline. Manages prioritization and resource allocation based on the work that will create the greatest organizational impact. Works alongside HRBPs and direct reports to keep organization, culture, and leadership work active with leaders throughout the year. Provides coaching and targeted advisory support that strengthens leadership capability, accelerates diagnostic work, and enables OD interventions to take hold. Builds and leads a high-performing team by setting clear expectations, developing talent, modeling sound judgment, and creating an environment where people can move with ownership, speed, and accountability. 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. Doctorate in Human Resources, Industrial-Organizational Psychology, Business, Organizational Development, or related field AND 7+ years experience in organizational development, human resources, business, or related experience OR Master's Degree in Human Resources, Industrial-Organizational Psychology, Business, Organizational Development, or related field AND 10+ years experience in organizational development, human resources, business, or related experience OR Bachelor's Degree in Human Resources, Psychology, Business, Organizational Development, or related field AND 12+ years experience in organizational development, human resources, business, or related experience OR experience in organizational development, human resources, business, or related equivalent experience. 8+ years formal or informal leadership experience. 3+ years people management experience. 9+ years of experience across consulting, program design, organizational design, strategic planning/execution, change management, Human Resource Business Partner (HRBP), Human Resources (HR), or equivalent experience. 10+ years of formal or informal leadership experience. 5+ years of people management experience.
