Senior Director, Organizational Design

Vir Biotechnology•San Francisco, CA

18h•Hybrid

About The Position

Vir Biotechnology is seeking a Senior Director, Organizational Design, to lead organizational design and effectiveness strategies during a period of company growth. This role, reporting to the Head of HR, will operate at the intersection of talent strategy, workforce planning, and enterprise transformation. The individual will partner with senior leaders, HR Business Partners, and cross-functional stakeholders to develop scalable workforce solutions. This leader will utilize data-informed insights, strong facilitation skills, and pragmatic change leadership to address complex business challenges in a rapidly scaling immuno-oncology organization. The role will develop OD strategies that reinforce Vir Bio’s patient-focused, high-accountability culture, providing expert technical expertise and advisory support while ensuring business leaders and HRBPs retain accountability for business decisions and outcomes. This position is based at the San Francisco headquarters, with an expectation of at least 3 days per week in the office.

Requirements

Bachelor’s degree required; advanced degree (e.g., MBA, OD, I/O Psychology, HR or related field) strongly preferred.
12–15+ years of progressive experience in organizational design, organizational effectiveness, talent strategy, workforce transformation, or internal consulting.
Experience supporting late-stage or commercial-stage biotech/pharma organizations with a focus on oncology or immuno-oncology required.
Demonstrated success partnering with senior leaders on complex, enterprise-level organizational challenges.
Deep expertise in organizational design, team effectiveness, leadership development, and change management.
Strong facilitation, coaching, and executive influence skills; executive coaching certification and/or substantial coaching experience is a plus.
Enterprise mindset with the ability to connect organizational decisions to scientific, clinical, and commercial outcomes.
Proven ability to build trusting, collaborative partnerships with diverse stakeholders across functions and levels.
Applicants must currently be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Nice To Haves

Advanced degree (e.g., MBA, OD, I/O Psychology, HR or related field) strongly preferred.
Executive coaching certification and/or substantial coaching experience is a plus.

Responsibilities

Lead organizational design initiatives and operating model evolutions across functional and matrixed teams.
Support senior leaders and HRBPs in diagnosing organizational effectiveness challenges and suggest solutions.
In close partnership with HRBPs, Finance, and business leaders, translate business and scientific roadmaps into workforce implications and scenarios.
Define and evolve enterprise workforce architecture standards (e.g., role clarity, capability models, span/layer principles).
Build tools and develop insights enabling proactive workforce planning that integrates into long-range talent processes; ensure the organization scales ahead of demand rather than reactively.
Develop change management strategies for OD and organizational effectiveness initiatives.
Act as a trusted advisor during periods of ambiguity, transformation, and rapid growth.
Assess organizational health and readiness for change, partner with HRBPs and business leaders to support teams through transitions.
Establish metrics and diagnostics to assess organizational effectiveness.
Partner with HR and business leaders to translate insights into clear narratives and options that influence decision-making at the enterprise level.
Track impact of OD/OE initiatives to inform continuous improvement and organizational learning.
Build and deploy scalable and self-sustaining OD/OE frameworks and resources including digital and AI-enhanced tools.
Partner with other HR COEs to integrate OD/OE practices into the HR operating model including talent reviews, succession planning, and leadership development.
Maintain a strong external network (coaches, facilitators, researchers) to supplement internal capability as needed.