Senior Organizational Effectiveness Manager

Box•Chicago, IL

4h•$135,000 - $171,000•Hybrid

About The Position

Box is seeking a Senior Organizational Effectiveness Manager to join their team. This role is crucial for reimagining how work gets done in an AI-first company. The manager will be responsible for building the structural backbone of the organization, including job families, leveling criteria, and career frameworks. They will analyze organizational data to identify areas for improvement and formulate strategies for change. This is a consultative role focused on designing and implementing new frameworks and programs to ensure Box is set up for future success and can attract and retain top talent.

Requirements

7+ years of experience across organizational development, talent management, job architecture, or management consulting
Experience building job architecture, leveling frameworks, or career ladders from scratch at a company of meaningful scale
Ability to read organizational data and form a clear, defensible point of view on what it means and what to do about it
Rigor in structural thinking: ability to talk fluently about job analysis, leveling methodology, and organizational design
Creative, product-oriented instinct: preference for inventing better frameworks over administering existing ones
Ability to operate at both structural/theoretical and practical levels
Comfortable in a fast-moving environment with a bias toward action in the face of ambiguity
Approaches work with a growth mindset and finds ways to leverage AI to help make faster, smarter decisions

Nice To Haves

Formal training in industrial-organizational psychology is a plus

Responsibilities

Serve as a core architect on the redesign of Box's job architecture: job families, leveling criteria, and career ladders that hold up across functions and scale with the business — build from scratch where none exist, and rebuild where the current ones call for an evolution
Build and evolve career frameworks that define what capability looks like at each level, including how expectations shift as roles change, and partner directly with leaders and People Partners to drive adoption
Analyze trends in people and organizational data across a large, complex org (attrition patterns, leveling distribution, span and layer, capability gaps) and use that analysis to identify areas of opportunity and determine what to build next
Apply job architecture and leveling expertise to a workforce being reshaped by AI, understanding how augmentation shifts the definition of expertise at each level
Act as the structural counterpart to internal teams like Comp and Legal, and partner with HR and business leaders piloting new structures
Take ownership of additional talent and org development programs as they arise — from framework design through rollout, facilitation, and iteration