Director, Organizational Effectiveness and Workforce Strategy

Thrivent•Minneapolis, MN

22h•$161,436 - $218,415•Remote

About The Position

The Director, Organizational Effectiveness and Workforce Strategy is an enterprise leader responsible for advancing Thrivent’s Organizational Effectiveness capability. The role helps leaders translate business strategy into organizational structures, workforce capabilities, leadership practices, and execution plans that achieve measurable business results. Serving as a strategic advisor to senior business and HR leaders, the Director engages early in enterprise priorities to diagnose organizational needs, shape solutions, and guide execution. The role leads work across organization strategy and design, workforce strategy and planning, work design, enterprise change, leadership and team effectiveness, and organizational health. By addressing organizational, workforce, talent, and change implications early, the Director supports alignment, transformation, workforce readiness, and sustainable performance. As a member of the Talent and Culture leadership community, the Director partners with senior Talent and Culture leadership to prioritize the enterprise Organizational Effectiveness agenda. The Director leads demand management, resource deployment, standards, and execution within agreed priorities, working closely with HR Business Partners, Talent Partners, business leaders, and enterprise stakeholders. The role also leads and develops Organizational Effectiveness professionals, builds scalable methods and tools, and defines measures to evaluate organizational health, workforce readiness, leadership alignment, adoption, and business performance.

Requirements

Bachelor’s degree in organizational development, human resources, business administration, industrial-organizational psychology, behavioral science, or a related field, or an equivalent combination of education and relevant experience.
10+ years of progressive experience in organizational effectiveness, organization design, transformation, workforce strategy and planning, consulting (internal or external), change leadership, and HR strategy.
5+ years of leadership experience, including at least two years of direct people-management experience.
Experience applying change management methodologies, such as Prosci ADKAR or Kotter’s 8-Step Process.
Experience applying organization design methodologies, such as Galbraith’s Star Model or the McKinsey 7S Framework.
Deep expertise in organizational effectiveness, organization design, workforce strategy and planning, work design, and change leadership.
Demonstrated experience leading complex, enterprise-wide organizational and transformation initiatives.
Strong consulting, facilitation, and executive-influence skills, including the ability to drive alignment without direct authority.
Ability to translate business strategy into practical organizational and workforce solutions.
Strong business and financial acumen and an understanding of how organizational and workforce decisions affect enterprise performance.
Demonstrated ability to assess the organizational, workforce, leadership, and change implications of artificial intelligence, automation, and emerging technologies.
Strong analytical capability using workforce data, organizational insights, scenarios, and business metrics to guide decisions.
Experience establishing governance, methodologies, tools, operating frameworks, and enterprise standards.
Experience managing demand, deploying resources, sequencing a portfolio, and navigating competing priorities.
Sound enterprise judgment and the ability to balance strategic thinking with pragmatic execution.
Track record of building high-performing teams and developing Organizational Effectiveness capability at scale.
Experience advising senior leaders and influencing enterprise decisions without direct authority.

Nice To Haves

Master’s degree in a relevant field.
Relevant change management certification.
Relevant organization design methodologies certification.

Responsibilities

Translate business strategy into organizational structures, operating models, governance, decision rights, and clear accountabilities.
Lead organization and work-design efforts that improve alignment, agility, coordination, and performance while addressing growth, restructuring, transformation, and technology implications.
Translate business strategy into future workforce, skill, capacity, and capability needs.
Lead enterprise talent assessment, talent review, and succession planning practices to build future talent pipelines and drive measurable business results.
Use analytics and scenario planning to identify emerging risks and guide work redesign in response to changing business needs, artificial intelligence, automation, and other evolving technologies.
Develop change strategies that strengthen readiness, alignment, adoption, reinforcement, and business value realization.
Coordinate change across transformation initiatives by identifying dependencies, cumulative impacts, workforce implications, and capacity risks.
Strengthen leadership alignment, team performance, decision quality, accountability, and execution.
Support leaders and teams through transitions and change with targeted interventions that improve collaboration and performance.
Diagnose complex organizational challenges using business data, workforce analytics, organizational insights, and stakeholder perspectives.
Recommend practical solutions and influence senior leaders through strategic insight, constructive challenge, facilitation, and consulting expertise.
Partner with senior Talent and Culture leadership to prioritize Organizational Effectiveness demand based on business need, value, risk, dependencies, and capacity.
Lead portfolio sequencing and resource deployment within agreed priorities while establishing consistent methods, tools, and delivery standards.
Partner with HR Business Partners, Talent Partners, Strategy, Finance, Technology, and transformation leaders to deliver integrated and executable organizational and workforce solutions.
Clarify roles and engagement expectations and ensure Organizational Effectiveness is involved early in strategic priorities.
Define measures of organizational health, workforce readiness, leadership alignment, adoption, and business performance.
Establish clear outcomes and use evidence and feedback to evaluate impact and improve solutions.
Lead and develop Organizational Effectiveness professionals to operate as enterprise consultants and strategic advisors.
Build scalable methods, tools, and capabilities that strengthen Organizational Effectiveness across HR and business leaders.