Director, Organizational Development

Levi Strauss & Co.

2d•$148,600 - $245,400•Remote

About The Position

The Director, Organizational Development is a senior partner reporting to the VP of Organizational Development at LS&Co. As the company continues to strengthen its organizational development (OD) and change management (CM) capabilities, this role will lead key workstreams and help build the frameworks, processes, tools, and practices needed to support long-term success. This position combines strategy and execution, partnering with HR Business Partners (HRBPs), senior leaders, and cross-functional teams to advance organizational effectiveness across a complex, global environment.

Requirements

Bachelor's degree in Organizational Development, Organizational Psychology, Business, Human Resources, or a related field required; advanced degree ideal.
8+ years of experience in organizational development, organizational design, change management, team effectiveness, or related disciplines.
Experience supporting large-scale transformation initiatives.
Demonstrated success building, enhancing, or implementing OD and change management practices, including frameworks, governance approaches, and operating models.
Strong knowledge of organizational development and change management methodologies, with the ability to apply them effectively in matrixed environments.
Experience influencing stakeholders and advising leaders across multiple organizational levels.
Strong facilitation skills with experience supporting leadership teams, group dynamics, and organizational effectiveness initiatives.
Proven ability to drive complex, multi-stakeholder projects from assessment through implementation, ideally within global organizations.
Experience integrating change management efforts with learning and development, communications, talent, and HR teams.
Appreciation for working across cultures, perspectives, and global teams.

Nice To Haves

Experience in retail, consumer goods, consulting is helpful.
Familiarity with assessment and team effectiveness tools such as Hogan, MBTI, DiSC, or similar frameworks.
Interest in leveraging automation, AI, and emerging technologies to enhance organizational development, change management, stakeholder engagement, and data-driven decision-making.

Responsibilities

Partner with the VP of OD to develop and enhance organizational development methodologies, frameworks, tools, and ways of working that enable scalable, consistent delivery.
Collaborate with HRBPs and business leaders to assess organizational effectiveness, identify opportunities, and lead organizational design initiatives that align structures and capabilities with business priorities.
Support the development of governance models, decision-making frameworks, and operating practices that improve clarity and effectiveness.
Translate business challenges, organizational insights, and capability gaps into actionable recommendations, business cases, and implementation plans that support informed decision-making.
Design and facilitate leadership alignment sessions, team effectiveness interventions, and organizational diagnostics to support collaboration and successful change adoption.
Partner with leaders and HR teams to address the people-related impacts of organizational change, including team transitions, role clarity, and restructuring efforts.
Evaluate the effectiveness of OD initiatives and continuously improve programs through feedback, data, and ongoing assessment.