Director, Organizational Effectiveness & Culture Transformation

Clinigen

About The Position

Clinigen is seeking a bold, pragmatic and commercially minded Director of Organizational Effectiveness & Culture Transformation to help shape how its global organization works, leads and delivers. Reporting to the Chief Human Resources Officer and partnering closely with the CEO, Executive Leadership Team and business leaders, this hands-on transformation role turns culture and accountability ambitions into practical, visible ways of working. It is not a traditional employee engagement or learning position; it requires someone who can work credibly with senior executives, simplify complexity and build organizational conditions that enable people to make decisions, own outcomes, collaborate across boundaries and sustain change. The role shapes culture and enterprise ways of working, strengthens leadership and team effectiveness, builds repeatable change capability, translates employee insight into action, and creates clear accountability for critical priorities. Success is measured through sustained behavior change and business outcomes, including improved execution, collaboration, trust, decision-making, change adoption and follow-through. Clinigen is a global pharmaceutical services organization focused on helping improve access to medicines. Its colleagues work across functions, regions and business units to support customers, healthcare professionals and patients. The organization is building a more connected, accountable and growth-oriented future.

Requirements

Significant progressive experience in organizational effectiveness, organization development, enterprise transformation, change management, leadership effectiveness or a related discipline.
Demonstrated record of leading culture and ways-of-working transformation in a complex, global and matrixed organization.
Credibility and courage to advise, influence and respectfully challenge C-suite executives and senior business leaders.
Hands-on experience assessing readiness, enabling managers and measuring adoption across multiple concurrent changes.
Exceptional facilitation skills and experience helping executive or cross-functional teams navigate ambiguity, tension and consequential decisions.
Strong commercial judgment and the ability to connect people, culture and organization choices to customers, growth, execution and value creation.
Bachelor’s degree in organizational psychology, business, human resources or a related field.
Ability to work effectively across regions, functions and cultures, balancing global consistency with local realities.

Nice To Haves

Experience in pharmaceuticals, healthcare, life sciences, regulated services or another complex regulated environment.
Experience in a private equity-backed, acquisitive or high-change environment.
An advanced degree.
Familiarity with methods such as Prosci ADKAR, Kotter or comparable applied change frameworks; certification is helpful.

Responsibilities

Partner with senior leaders to define and embed leadership behaviors and enterprise ways of working.
Build and deliver a practical culture and organizational effectiveness roadmap aligned with Clinigen’s strategy and the Clinigen Way.
Identify and redesign processes, routines and signals that reinforce current behaviors to strengthen ownership, trust, pace and follow-through.
Connect culture priorities to measurable business outcomes.
Advise and facilitate the CEO, CHRO, Executive Leadership Team and Business Unit leaders on team effectiveness, decision-making and cross-functional collaboration.
Design and lead leadership sessions that produce clear decisions, accountable owners and committed action.
Help establish effective operating rhythms, meeting disciplines, decision rights and escalation practices.
Coach senior leaders to model behaviors that build confidence, constructive challenge and accountability.
Create a simple, repeatable change-management approach for enterprise and business-unit initiatives.
Assess change impact, stakeholder needs, readiness and risk, and translate findings into sponsor, communication, manager and adoption plans.
Create visibility across major changes to identify collisions, sequencing risks and opportunities to stop, simplify or combine activity.
Equip leaders and managers with practical tools and conversations to help employees understand and adopt change.
Measure adoption and behavior change, intervening when implementation activity is not producing sustained results.
Lead Clinigen’s employee-listening and organizational-health approach in partnership with HR Business Partners and Internal Communications.
Translate survey, pulse and qualitative insight into a small number of priorities with clear executive ownership.
Establish disciplined action planning, follow-through and visible feedback to employees.
Provide leaders with an evidence-based view of progress, barriers and organizational health.
Clarify outcomes, ownership, decision authority, interdependencies and success measures for critical priorities.
Design lightweight tools that make commitments and progress visible without creating unnecessary bureaucracy.
Identify recurring breakdowns in handoffs, decisions and collaboration, then facilitate practical resolution.
Partner across HR to align performance, recognition, leadership development and talent practices with the desired culture.