Org and Leader Effectiveness Partner

Intel Corporation•Hillsboro, OR

9d•$170,200 - $240,290•Hybrid

About The Position

The Talent Management group in People Solutions enables Intel's success by strengthening the organizational, leadership, and talent capabilities needed to accelerate execution, navigate transformation, and deliver business results. The Org and Leader Effectiveness team works on complex, high-impact business and organizational challenges that require changes in strategy, operating models, leadership, teams, talent, and ways of working. This role requires deep organization development expertise, leadership and team effectiveness, senior executive coaching skill, and the experience to diagnose organizational systems, design practical interventions, and help leaders make the changes needed to accelerate execution, strengthen organizational performance, and improve business outcomes. Success requires quickly earning executive trust, understanding the business context, surfacing difficult issues, constructively challenging leaders, and translating ambiguity into clear options and actions. The partner should be well positioned to lead work independently with senior executives while also collaborating effectively with OLE peers, Business HR, Talent, Learning, and other partners when complex engagements require complementary expertise. This role integrates organization effectiveness, team effectiveness, leadership effectiveness, and leadership development disciplines to help leaders and teams perform at their best. The partner applies a range of strategies and solutions, including organization design, coaching, leadership assessment, succession planning, onboarding, and leadership development, to strengthen individual, team, and business performance.

Requirements

Bachelor's degree in Business, Human Resources, Organization Development, Organizational Psychology, or a related field with 9+ years of experience in organization development, organization effectiveness, management consulting, HR consulting, or a related discipline.
OR Master's degree in Organization Development, Organizational Psychology, Leadership, Human Resources, Business, or a related field. with 6+ years of experience in organization development, organization effectiveness, management consulting, HR consulting, or a related discipline.
Proven experience must be in: Advising senior executives and leadership teams on complex organizational and leadership challenges.
Diagnosing leadership needs and translating them into targeted development strategies and roadmaps.
Leading complex changes and transformation efforts within large organizations.
Working independently and collaboratively in a lean, highly matrixed environment.
Deep expertise and applied experience in organization development and organization effectiveness, including organizational diagnosis, organization design, operating models, leadership-team effectiveness, and enterprise change.
Willing to quickly build credibility, trust, and productive working relationships with senior executives also to analyze complex organizational and talent information and translate insights into pragmatic recommendations.
Strong executive consulting, facilitation, coaching, influence, and constructive-challenge skills.
Strong business acumen and willingness to connect strategy, organization, leadership, talent, and culture decisions to business performance.
Strong judgment regarding when to use existing enterprise solutions, adapt an approach, develop a targeted intervention, or engage additional expertise.
Proficiency in operating with speed and pragmatism, adapting OD approaches to the pace, readiness, geography, and needs of the business, including work with globally dispersed teams and travel when needed.
Strong executive communication and stakeholder-management skills.

Nice To Haves

Significant experience serving as an internal or external OD consultant to executive teams in a complex, global organization.
Experience integrating organization design, operating-model, leadership-team, talent, development, and change interventions.
Experience developing and executing leadership development strategies or roadmaps aligned to business and talent priorities.
Experience supporting enterprise transformation, executive transitions, succession, or other high-impact organizational work.
Executive coaching or relevant organization-effectiveness certification.
Experience applying organizational diagnostics, data, and analytics to drive business and talent outcomes.

Responsibilities

Build trusted advisory relationships with senior executives and leadership teams, rapidly understanding their business strategy, operating context, organizational challenges, and leadership dynamics.
Partner with, coach, and advise senior leaders on organization effectiveness, leadership effectiveness, talent strategy, change leadership, team performance, and business execution.
Diagnose organizational and leadership challenges using business context, organizational data, talent insights, employee feedback, and systems thinking.
Advise leaders on organization design, operating models, governance, decision rights, accountability, capabilities, and ways of working.
Design and facilitate organization, leader, and team effectiveness interventions, including leadership-team engagements, that improve alignment, trust, decision-making, accountability, collaboration, and business results.
Support organization design and transformation initiatives that align strategy, organization, leadership, talent, and change.
Partner with leaders and leadership teams during leadership transitions, onboarding, and integration to accelerate trust, alignment, team effectiveness, and business performance.
Identify the leadership capabilities required to deliver the business strategy and assess individual, team, and organizational development priorities.
Develop and drive targeted leadership and team development roadmaps aligned to business objectives, talent priorities, and future needs.
Create business-embedded development experiences that build leadership skills while advancing critical business and organizational work.
Partners with Talent, Learning, and HR teams to use, adapt, or develop solutions that address identified organizational and leadership needs.
Consult on talent reviews, succession planning, leadership assessment, pivotal roles, and critical talent decisions.
Lead change efforts that help organizations adopt new ways of working and successfully navigate business transformation.
Use analytics and organizational insights to inform recommendations, evaluate impact, and continuously improve the work.
Contribute to enterprise practices, frameworks, and solutions related to organization, leadership, team effectiveness, and transformation.