EVP, Organizational Design and Effectiveness

Circana

11h•Remote

About The Position

Let’s be unstoppable together! Circana is a leading provider of technology, AI, and data solutions for consumer packaged goods companies, manufacturers, and retailers. Our predictive analytics and Liquid Data® platform help clients measure market share, uncover consumer behavior, and drive growth—powered by six decades of expertise and an expansive, high-quality data set. At Circana, we are fueled by our passion for continuous learning and growth, we seek and share feedback freely, and we celebrate victories both big and small in an environment that is flexible and accommodating to our work and personal lives. We’re a global company dedicated to fostering inclusivity and belonging. We value and celebrate the unique experiences, cultures, and viewpoints that each individual brings. By embracing a wide range of backgrounds, skills, expertise, and beyond, we create a stronger, more innovative environment for our employees, clients, and communities. With us, you can always bring your full self to work. Join our inclusive, committed team to be a challenger, own outcomes, and stay curious together. Circana is proud to be Certified™ by Great Place To Work®. This prestigious award is based entirely on what current employees say about their experience working at Circana. Learn more at www.circana.com. Grounded in our “Unstoppable Together” behaviors—the EVP, Organizational Design & Effectiveness (OD&E) is the architect of the operating model and cross‑functional ways of working that connect strategy to execution—clarifying decision rights, simplifying structure, accelerating end‑to‑end cycle time, and reducing handoffs. The role leans into the future of work, introducing pragmatic, human‑in‑the‑loop AI/automation where it improves outcomes, and builds an organizational science capability so our design choices are grounded in data and evidence. A core intent of this role is to ensure Circana thoughtfully leans into an AI‑enabled world and future‑proofs our operating and business model—using human‑in‑the‑loop automation and data‑driven design to improve speed, quality, and Time‑to‑Value for customers under strong governance. This role will be integral to our Human Resources function where we partner to drive business success by creating a dynamic, inclusive, high‑performing workplace fusing people, technology and data to drive insight-driven design. The team strategically sources, attracts, develops, and retains talent; strengthens engagement and culture; ensures equitable and compliant people practices; and provides business‑aligned HR partnership through Talent Acquisition, Employee Relations, Global HR Operations, Organizational Development, and HR Technology.

Requirements

15+ years leading organizational design and effectiveness at enterprise scale (corporate or consulting).
Demonstrated success designing operating models and improving cross‑functional execution (decision rights, forums, metrics, joint KPIs).
Strong quantitative/evidence orientation: fluency partnering with analytics; experience with experimentation/causal methods or advanced org analytics is a plus.
Proven ability to implement operating cadences that lift decision quality and speed—ideally with narrative‑based reviews and variance focus.
Experience introducing pragmatic, human‑in‑the‑loop AI/automation into workflows with appropriate governance and measured impact on cycle time/TTV.
Global experience; adept at central/regional design and scaling standards.
Exceptional systems thinking, executive presence, succinct narrative communication, and facilitation.
Exceptional influencing and business partnership skills across Product, Technology/Engineering, Operations, CX/Support, Commercial, Finance, and HR; able to align senior stakeholders around trade‑offs and joint KPIs.

Responsibilities

Define and own the enterprise operating model strategy, integrating cross‑functional value streams, data‑driven OD&E, and responsible AI governance to streamline value delivery, strengthen accountability, and drive measurable improvements in decision speed, cycle time, quality, cost to serve, and customer impact.
Lead enterprise org design: structure optimization, spans/layers, governance, role clarity, and decision rights.
Bring deep expertise in workforce requirements—translating strategic intent into operating‑model choices (decision rights, governance, interfaces) and organization design (roles, spans/layers, capabilities) so teams are sized, skilled, and structured to deliver outcomes.
Map and redesign end‑to‑end value streams for priority products/solutions; codify interfaces among Product, Tech/Engineering, Operations, CX/Support, Commercial, Finance, and HR.
Produce a sequenced roadmap that eliminates friction, duplication, and capability gaps; set design standards for standing up new businesses and integrating acquisitions.
Establish a weekly/monthly/quarterly operating cadence that uses concise written narratives, variance‑based reviews, and controllable input metrics to drive decisions and follow‑through.
Build a metrics architecture that pairs leading indicators (e.g., decision latency, end‑to-end cycle time, work‑in‑process, handoffs) with outcomes (e.g., Time‑to‑Value/Time‑to‑First‑Value, growth, profitability, NPS/CES, cost‑to‑serve).
Sponsor simplification (policies, processes, tooling) that measurably improves decision quality and speed.
Lead change strategy for operating model shifts; set adoption targets, leader routines, and simple change toolkits.
With Technology/Data/Risk, define guardrails (privacy, transparency, human‑in‑the‑loop, post‑deployment monitoring).
Identify a small portfolio of practical AI/automation use cases (e.g., knowledge retrieval, summarization, analytics assistance, service triage) that augment teams and improve quality/speed—with measured impact on cycle time and TTV.
Stand up an OD&E Analytics & Science capability, including an Organizational Scientist (e.g., I/O psychologist or data scientist) to bring causal analysis, experimentation, and visualization to org choices.
Maintain an Org Health & Execution dashboard (e.g., end‑to‑end cycle time by value stream, decision latency, collaboration quality, engagement signals, critical‑role depth) reviewed alongside business KPIs.
Run A/B tests or natural experiments to evaluate interventions (e.g., meeting norms, decision forums) and publish readouts that inform quarterly plans.
Clarify central vs. regional accountabilities and standards; create a fast path to resolve global/local tensions.
Ensure design standards and operating practices travel across regions with consistent data definitions and outcome measures (including TTV).
Chair/participate in forums that steward operating‑model debt, major org changes, and AI/automation guardrails; ensure traceability from decisions to outcomes.
Proactively assesses organizational and execution risks (e.g., decision bottlenecks, handoff failures, adoption gaps, AI/automation guardrails) and closes them through clear ownership and mechanisms.
Build and lead a high‑performing OD&E team (org design, OE analytics/science, operating model design, change enablement).
Manage budget, partners, and platforms; ensure solutions are simple, scalable, inclusive, and cost‑effective.