Organizational Development & Effectiveness Partner

Apple•Austin, TX

14h

About The Position

The people here at Apple don’t just craft products—they build the kind of wonder that’s revolutionized entire industries. It’s the diversity of those people and their ideas that inspires the innovation that runs through everything we do, from amazing technology to industry-leading environmental efforts. Through planned, systematic organizational development practices, the Org Development & Effectiveness (OD&E) team creates an effective, agile organization that drives high performance and enables people to do the best work of their lives. We are looking for an experienced OD&E practitioner who can continue to elevate our OD&E methodologies, provide strong strategic consulting to business leaders and People Business Partners (PBPs), and help scale organizational design capabilities across the People function. In this role, you will partner directly with senior business leaders and People Business Partners to diagnose organizational challenges, design future-ready operating models, and guide teams through complex transitions. OD&E work at Apple navigates deep functional expertise, cross-functional alignment, and collaborative decision-making. You will look across business systems to understand how work gets done, identifying opportunities to improve structure, workflow, decision rights, and team interaction models. You will create practical frameworks, toolkits, and diagnostic resources that empower People Business Partners to lead foundational design work within their own organizations. You will combine qualitative discovery with quantitative organizational data, collaborating closely with People Analytics, Compensation, and Talent Management to build cohesive solutions that align with Apple’s business goals.

Requirements

10+ years of relevant experience across HR, organizational development, or management consulting, with 5+ years focused on organization design and operating model transformation.
Deep knowledge of organization design methodologies, operating models, governance structures, and change management principles.
Proven experience building scalable toolkits, frameworks, or resources that enable People Business Partners to lead organizational initiatives.
Demonstrated ability to synthesize qualitative discovery with quantitative organizational data to build clear, evidence-based recommendations.
Strong executive presence and facilitation skills, with experience aligning senior leaders on complex organizational choices and trade-offs.
Bachelor’s degree or equivalent practical experience.
Master’s degree or advanced degree in Organizational Development, Industrial/Organizational Psychology, Human Resources, MBA, or a related field.
Experience leading complex operating model and organizational transformations within large-scale functional or deeply cross-functional technology or creative environments.
Experience assessing how AI, automation, or emerging technologies reshape work, roles, and organizational design.
Experience partnering closely with Compensation, Talent Management, and Workforce Planning to align organizational designs with job architectures and leveling.

Responsibilities

Understand business strategy and priorities to anticipate future organizational needs and operating model opportunities.
Design and implement comprehensive operating models, grounding organizational structures, roles, decision rights, and governance in actual business workflows and required capabilities.
Translate shifts in business strategy, technology, and automation into implications for work design, role definitions, and workforce capabilities.
Build scalable OD&E frameworks, playbooks, and self-serve toolkits that enable People Business Partners to lead foundational design and change efforts.
Advise senior business leaders and People Business Partners directly, elevating their capability in organizational diagnosis, design, and decision-making.
Conduct organizational discovery through stakeholder interviews, activity and workload analysis, and organizational mapping to diagnose root causes.
Partner with People Analytics to evaluate spans and layers, workload drivers, and capacity metrics to inform design recommendations.
Develop organizational transition approaches and partner with PBPs and Centers of Excellence (COEs) to ensure smooth adoption and long-term sustainment of new models.
Collaborate with Compensation, Talent Management, Recruiting, and People Operations to align organizational designs with job leveling and skills frameworks.
Define metrics and feedback loops