Senior Organization Design & Organizational Effectiveness Leader

Nutanix•San Diego, CA

About The Position

Hungry, Humble, Honest, with Heart. Senior Organization Design & Organizational Effectiveness Leader Position Summary The Senior Organization Design & Organizational Effectiveness (OD/OE) Leader is a strategic advisor and thought partner responsible for shaping how the company organizes talent, work, and capabilities to deliver its long-term business strategy. This role leads cross-functional and large-scale organizational design and organizational effectiveness initiatives, and partners with leaders to recommend structures that support agility, efficiency, and high performance. The leader partners with People Business Partners (PBPs) and executives across the business to build future-ready operating models, optimize organizational health, and accelerate transformation outcomes. Organizational Design & Operating Model Development Lead end-to-end organizational design initiatives, including defining design criteria, evaluating structural options, modeling scenarios, and facilitating executive decision-making. Translate strategy into organizational capabilities, talent requirements, and structural recommendations. Design and evolve operating models, governance frameworks, spans & layers, and decision-rights to maximize clarity, accountability, and speed. Conduct workforce sizing, role clarity assessment, and organizational benchmarking to inform recommendations. Organizational Effectiveness & Transformation Diagnose organizational health and effectiveness using qualitative and quantitative data. Apply and adapt OE frameworks supporting culture, leadership, process optimization, and team effectiveness. Partner with People team and business leaders to drive simplification and operating rhythm enhancements. Lead interventions that raise productivity and improve cross-functional collaboration. Strategic Consulting & Executive Advisory Serve as a trusted advisor on organizational challenges. Facilitate executive workshops, design sessions, and strategic alignment discussions. Provide insights based on organizational science and industry benchmarks. Change Leadership & Implementation Establish and evolve change management standards, frameworks, and best practices to support strategic initiatives. Advise senior leaders and project teams on change strategy, key messaging, stakeholder alignment, and adoption risk mitigation. Provide tools, templates, and coaching to build change capability across the People Team and business functions. Monitor enterprise change effectiveness and surface systemic insights to leadership to strengthen overall transformation outcomes. Team Leadership & Capability Building Lead, coach, and develop team members in org design and OE methodologies. Build OD/OE capabilities across the People Team and the broader organization. Foster a culture of continuous improvement. Talent Management Strategy Partner with People Leadership Team in shaping Talent Management Strategy by linking workforce planning, talent acquisition, learning & development, succession planning, and performance development. Ensure structure and talent systems work cohesively to support long-term growth and performance. Collaborate closely with Talent Acquisition and Learning & Development leaders who drive program execution.

Requirements

10+ years of experience in organization design, OE, consulting, HR strategy, or transformation.
Expertise in org design principles and operating model development.
Strong business acumen and ability to translate strategy into organizational solutions.
Experience advising senior leaders and facilitating alignment.
Strong analytical and data visualization capabilities.
Experience leading large-scale change initiatives.
Strategic thinking and systems orientation
Executive presence and strong communication
Consultation and influence
Data-driven decision making
Facilitation and alignment building
Change leadership
Enterprise mindset
High learning agility

Nice To Haves

Advanced degree in OD, I/O Psychology, MBA, or related field.
Training in org design methodologies.
Experience in technology or global matrixed organizations.
Familiarity with workforce planning, process redesign, and change management.

Responsibilities

Lead end-to-end organizational design initiatives
Translate strategy into organizational capabilities, talent requirements, and structural recommendations.
Design and evolve operating models, governance frameworks, spans & layers, and decision-rights to maximize clarity, accountability, and speed.
Conduct workforce sizing, role clarity assessment, and organizational benchmarking to inform recommendations.
Diagnose organizational health and effectiveness using qualitative and quantitative data.
Apply and adapt OE frameworks supporting culture, leadership, process optimization, and team effectiveness.
Partner with People team and business leaders to drive simplification and operating rhythm enhancements.
Lead interventions that raise productivity and improve cross-functional collaboration.
Serve as a trusted advisor on organizational challenges.
Facilitate executive workshops, design sessions, and strategic alignment discussions.
Provide insights based on organizational science and industry benchmarks.
Establish and evolve change management standards, frameworks, and best practices to support strategic initiatives.
Advise senior leaders and project teams on change strategy, key messaging, stakeholder alignment, and adoption risk mitigation.
Provide tools, templates, and coaching to build change capability across the People Team and business functions.
Monitor enterprise change effectiveness and surface systemic insights to leadership to strengthen overall transformation outcomes.
Lead, coach, and develop team members in org design and OE methodologies.
Build OD/OE capabilities across the People Team and the broader organization.
Foster a culture of continuous improvement.
Partner with People Leadership Team in shaping Talent Management Strategy by linking workforce planning, talent acquisition, learning & development, succession planning, and performance development.
Ensure structure and talent systems work cohesively to support long-term growth and performance.
Collaborate closely with Talent Acquisition and Learning & Development leaders who drive program execution.