Sr. HR Director ((Organizational Design and Development)

The Senior Director, Organizational Design & Development is a strategic HR leader responsible for shaping how the organization is structured, how work gets done, and how talent and capabilities are built to support the business strategy. This role oversees Organizational Design & Development, HR Shared Services, HR Infrastructure, and Talent & Capability Strategy, ensuring an integrated, scalable, and future ready people operating model.

The role partners closely with executive leadership to align organizational structure, workforce capabilities, and HR delivery models with enterprise priorities. This leader balances high-level strategy with operational excellence and leads teams responsible for systems, processes, and services that enable an exceptional employee and leader experience.

Key Responsibilities

1. Organizational Design & Development

Lead enterprise-wide organizational design initiatives aligned to business strategy, growth plans, and operating model evolution.

Diagnose organizational effectiveness, spans and layers, decision rights, ways of working, and workforce deployment.

Partner with senior leaders on restructuring, integrations, and transformation initiatives.

Define and implement frameworks for job architecture, role clarity, career paths, and internal mobility.

Lead organization development interventions (e.g., culture change, leadership alignment, team effectiveness).

2. Talent & Capability Strategy

Develop and own the enterprise Talent & Capability Strategy, aligned with current and future

business needs.

Identify critical capabilities and skills required for long-term success, lead workforce and capability

planning.

Partners with Talent Acquisition, Global Learning, and HR leaders to align hiring, development, and succession strategies.

Oversee leadership development, succession planning, and enterprise talent review processes for the Support Group (APS).

Use data and analytics to evaluate talent readiness, bench strength, and capability gaps.

3. HR Shared Services Leadership

Provide strategic and operational leadership for HR Shared Services, including employee lifecycle

processes and service delivery.

Define the HR service delivery model, service catalogs, SLAs, and continuous improvement roadmap.

Optimize efficiency, scalability, and consistency while maintaining a strong employee experience.

Drive standardization, automation, and process redesign across HR operations.

Ensure compliance with employment laws, policies, and internal controls in partnership with HR Operations and Legal.

4. HR Infrastructure & Systems

Lead HR Infrastructure, including HRIS strategy, reporting, data governance, and process architecture.

Partner with IT and vendors to optimize HR technology platforms (e.g., HCM, talent systems, case management).

Define the HR data and analytics strategy to support insight-driven decision-making.

Ensure data integrity, security, and effective integration across HR systems and tools.

Enable self-service, manager enablement, and digital HR experiences.

5. Strategy, Governance & Leadership

Serve as a trusted advisor to the VP-PH HR and executive leadership on organization and talent strategy.

Translate enterprise strategy into people, structure, and capability implications.

Lead and mentor senior managers and directors across OD, shared services, and infrastructure teams.

Establish governance models, metrics, and KPIs to track effectiveness and ROI of people initiatives.

Champion change management and communication strategies for enterprise initiatives.

Qualifications:

Required:

• Bachelor's degree graduate in human resources, Organizational Development, Business, or related field.
• 12–15+ years of progressive HR leadership experience, with depth in organizational design/development, Shared Services, and HR operations.
• Proven experience leading mid- to senior level teams and operating at an enterprise level.
• Demonstrated success partnering with executive leaders in complex or transforming organizations.
• Strong understanding of HR service delivery models, HRIS platforms, and workforce analytics.
• Exceptional strategic thinking, influencing, and changing leadership skills.
• Amenable to onsite work and graveyard shift schedule.

Preferred:

• Master's degree in HR, Organizational Development, Business Administration, or related field.
• Experience in scaled, matrixed, or growth oriented organizations.
• Deep expertise in job architecture, workforce planning, and capability based talent models.
• Experience leading large scale transformations, integrations, or operating model changes.
• Specific Knowledge Certification Required starting and managing an HR Shared Services; familiarity with ServiceNow or similar ticketing system; experience with HCM; project management experience at enterprise level; preferably with regional/global HR certification