Organizational Effectiveness Design & Change Director - Human Resources

Vizient•Chicago, IL

84d

About The Position

In this strategic leadership role, you will drive organizational transformation, optimizing the effectiveness of our company's structure, processes, and culture. You will apply your deep understanding of organizational design principles, change management methodologies, to successfully lead complex change initiatives.

Requirements

Relevant degree preferred in Organizational Development, Human Resources, Business Administration, or a related field. Master's degree preferred.
7 or more years of experience in organizational design, organizational effectiveness, and change management required.
Experience in a leadership role required.
Strong knowledge of organizational design principles, change management methodologies, and best practices.
Proven ability to lead and manage complex change initiatives in a dynamic and fast-paced environment.
Proficient in Microsoft products: Excel, Vizio, PPT, etc.
Able to design metrics and interpret the data.
Excellent interpersonal, communication, and influencing skills.
Strong analytical and problem-solving abilities.
Ability to build and maintain effective relationships with stakeholders at all levels of the organization.
Ability to communicate and present findings, recommendations in clear and concise manner
Ability to adjust plans based on recommendations, etc in a fast paced, fluid organization
Demonstrated ability to think strategically and translate strategies into actionable plans.
Willingness to travel.

Nice To Haves

Certification in change management (e.g., Prosci) is a plus.

Responsibilities

Organizational Design: Partner with HRBP to develop and implement organizational design strategies that align with the company's business objectives and drive operational efficiency.
Collaborate with cross-functional teams to design and implement new organizational structures, roles, and responsibilities while driving change initiatives to help with alignment
Ensure alignment between organizational design and talent management strategies.
Organizational Effectiveness: Identify gaps and opportunities for improving organizational effectiveness and performance.
Conduct organizational assessments to identify areas of improvement and develop action plans.
Partner with talent management and L&D on performance management processes and learning programs to drive a high-performance culture while enhancing leadership capabilities and promoting employee engagement.
Continuously monitor and evaluate organizational effectiveness metrics to measure progress and identify opportunities for improvement.
Change Management: Leverage change management and project management strategies to design and deliver change plans and project plans to ensure successful and sustainable organizational behavior change.
Utilize a variety of tools during different phases of change achieve the most significant gain in organizational capability.
Leverage analytics and insights to drive sustainable change and enable organizational transformation in support of the organization’s strategies and priorities.
Lead and manage change initiatives across the organization, ensuring successful adoption and sustained implementation.
Identify and mitigate risks and barriers to change, and develop strategies to overcome resistance.
Collaborate with stakeholders to build a change-ready culture and provide coaching and support to leaders and employees.
Monitor and evaluate the effectiveness of change initiatives and make recommendations for improvement.
Provide coaching and support to leaders and employees to navigate and embrace change.
Stakeholder Engagement: Provide guidance and consultation on organizational change initiatives and their impact on employees.