Director of Organizational Alignment

BrightPath Early Learning & Child Care•Westlake, TX

23h•Hybrid

About The Position

The Director of Organizational Alignment leads the systems, standards, and execution discipline that translates enterprise priorities into clear, coordinated, and operationally viable field execution. This role is responsible for ensuring that operational initiatives, programs, policies, and process changes are not only well-sequenced and effectively communicated but also designed, improved, and sustained through structured, data-driven methodologies. The Director applies a strong Six Sigma / continuous improvement approach to how work is introduced, executed, and refined across the organization, ensuring changes reduce variability, improve clarity, and deliver measurable outcomes in the field. Operating within the Organizational Alignment & Enablement function, this role integrates operational governance, rollout planning, change enablement, and process improvement to ensure all initiatives are grounded in operational reality, aligned to field capacity, and positioned for successful adoption and long-term sustainability. The Director partners closely with cross-functional leaders to bring discipline to prioritization, sequencing, and execution, while also identifying and addressing underlying process inefficiencies that impact performance. This role reports to the Vice President of Organizational Alignment and leads through influence, credibility, and strong cross-functional partnership in a highly matrixed environment.

Requirements

Bachelor’s degree in business, communications, or related field (or equivalent experience).
8+ years of experience in operations, corporate operations, internal communications, change management, operational excellence, or related roles.
Strong project management and change leadership skills.
Familiarity with compliance, operational risk, and documentation governance practices.
Demonstrated success driving adoption and execution across field operations (not just awareness).
Strong documentation discipline (policies, SOPs, process maps, playbooks, toolkits, and standards).
Proven ability to influence cross-functional leaders in a matrixed environment.
Exceptional written communication skills, including executive-level writing and operational clarity.
Demonstrated application of Six Sigma / Lean methodologies (e.g., DMAIC, root cause analysis, process mapping).
Strong data-driven decision-making capability, including defining and using KPIs to measure process effectiveness and improvement.
Leads and influences without direct authority.
Collaborative, service-oriented, and mission-aligned.
Approachable and supportive of field and center leaders.
Decisive, yet consultative and pragmatic.
Operational governance, standardization, and rollout planning.
Change readiness, adoption, and sustainment.
Executive communication and operational writing.
Cross-functional leadership and stakeholder management.
Structured problem solving and process improvement (Six Sigma / Lean methodologies).
Data-driven decision making and performance measurement.

Nice To Haves

Experience in multi-site, owned-portfolio environments (e.g., early education, K–12, healthcare, retail, hospitality, or other regulated environments) preferred.

Responsibilities

Own the governance framework for operational policies, procedures, SOPs, and forms across the enterprise.
Establish and enforce standards for documentation quality, approvals, version control, and review cadence.
Ensure operational guidance is clear, auditable, practical, and executable in center environments.
Drive standardization of processes and documentation to reduce variability and improve consistency across locations.
Develop and maintain current-state and future-state process maps to ensure clarity and alignment in how work is performed.
Own and manage the enterprise Field Impact Calendar as the source of truth for all field-facing changes.
Coordinate cross-functional rollout timelines for initiatives, policy updates, program enhancements, and operational process changes.
Identify competing priorities, risks, and dependencies early; recommend sequencing adjustments or deferrals to reduce change fatigue.
Ensure rollout plans reflect both operational readiness and process implications.
Assess field readiness, capacity, and capability prior to introducing new expectations.
Build structured change enablement plans that clearly define the “why,” “what,” and “how,” including reinforcement and support mechanisms.
Monitor adoption and execution; adjust strategies based on data, feedback, and observed operational realities.
Ensure changes are not only implemented but embedded and sustained over time.
Define and track key performance indicators (KPIs) to measure adoption, effectiveness, and sustainability of operational changes.
Establish communication standards for operational rollouts (who communicates, when, through which channels, and with what reinforcement).
Ensure communications tied to operational changes are consistent, timely, and easy to understand.
Develop and govern templates and messaging frameworks to reduce confusion and improve trust.
Partner with internal and external communications stakeholders to ensure message alignment.
Spend time in the field to validate adoption and observe implementation of policies, procedures, and rollouts.
Gather feedback from Directors of Operations, Area Directors, Center Directors, and center teams to identify barriers to execution.
Apply structured problem-solving methodologies (e.g., DMAIC, root cause analysis) to identify and address inefficiencies, gaps, or failed adoption.
Use data and field insights to continuously improve rollout playbooks, documentation standards, and communication approaches.
Drive measurable improvements in process efficiency, clarity, and consistency across centers.
Bridge field operations and home office support teams to drive alignment, sequencing, and disciplined execution.
Facilitate decision capture, accountability, and follow-through for major operational changes.
Provide leadership-level visibility into upcoming field impacts, risks, and adoption progress.
Lead and develop a small team supporting change enablement, communications, governance/documentation, and program execution.
Set clear priorities, quality standards, and operating rhythms to ensure the team is proactive and field-focused.
Establish performance expectations tied to execution quality, adoption, and process improvement outcomes.
Assess current capabilities, gaps, and organizational design.
Clarify roles, responsibilities, and decision rights across teams.
Establish clear performance expectations, KPIs, and accountability frameworks.
Coach and develop team members to operate at a strategic and enterprise level.
Foster alignment and collaboration to reduce silos and improve execution.