Principal, Organizational Effectiveness Partner

Graco•Minneapolis, MN

9d•Hybrid

About The Position

Graco manufactures and markets premium equipment to move, measure, control, dispense and spray a wide variety of fluid and powder materials. This role is currently based at our Minneapolis office and will transition to our new headquarters in Dayton, MN, in 2027. The Principal, Organizational Effectiveness Partner consults with leaders and HR teams to strengthen organizational performance, employee engagement, talent practices, and workforce capabilities. This position leads key processes across performance management, talent planning, employee listening, organizational design, culture initiatives, and change management while providing consulting and solutions that align people strategies with business objectives. This position does not have direct reports but operates with significant influence, ownership, and autonomy. The ideal candidate combines strong consulting and analytical skills with the ability to facilitate discussions, influence stakeholders, and drive sustainable organizational change. This role plays a critical part in ensuring the organization has the right talent, in the right roles, at the right time— supporting strong productivity, leadership continuity, and long-term growth in a competitive labor market. This critical role serves as the subject-matter expert in talent management and organizational effectiveness, providing practical guidance and tools to improve enterprise organizational performance.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field.
7+ years of progressive experience in talent management, organizational development, or related HR roles.
Strong understanding of performance management, succession planning, leadership development, and workforce effectiveness.
Demonstrated experience designing and leading talent management and leadership development programs.
Experience supporting organizational change, team effectiveness, or organization design initiatives.
Demonstrated ability to influence stakeholders without formal authority
Proven ability to operate as a senior individual contributor with enterprise-level impact.
Exceptional consulting, facilitation skills.
Strong analytical skills with the ability to translate data into insights and recommendations.

Nice To Haves

Exposure to multi-site or diverse employee populations with hourly and salaried populations.
Experience supporting large-scale transformation or change initiatives.
Experience with workforce analytics, organizational diagnostics, or employee listening tools.
Certification in change management, facilitation, or organizational development methodologies.

Responsibilities

Own the design and continuous improvement of enterprise performance management processes, including goal setting, feedback, calibration, and development planning, ensuring applicability for both hourly and salaried populations.
Facilitate enterprise talent planning processes, including talent reviews, succession planning, high potential identification, 360 feedback processes, coaching and assessment solutions to strengthen leadership bench strength.
Partner with HR Analytics to design and execute enterprise employee listening and engagement strategy, translating workforce insights into actions that strengthen culture, retention, and organizational effectiveness.
Design, lead, and evolve leadership development solutions, including cohort-based programs, workshops, assessments, and blended learning experiences aligned to business strategy and operational priorities.
Integrate leadership development with performance management, succession planning, and talent review outcomes to drive measurable impact and strengthen leadership capability.
Manage relationships with external vendors, facilitators, and assessment partners to ensure high-quality, scalable talent and organizational effectiveness solutions.
Design and implement organizational effectiveness solutions that strengthen team performance, collaboration, role clarity, decision-making, and ways of working to improve business outcomes.
Partner with HR Business Partners to support organizational design, workforce planning, role clarity, and process improvement initiatives.
Advise leaders and HR Business Partners on organizational effectiveness practices, including change management tools and approaches.
Analyze workforce data and organizational metrics to identify trends, recommend improvements, and measure the impact of organizational development programs.