Sr. Director - Organizational Effectiveness & Development

Asure Software•Austin, TX

17h•$165,000 - $185,000

About The Position

Over 600 employees strong, Asure sees Human Capital Management (HCM) through the lens of entrepreneurs and executives with an owner’s mentality. We help businesses develop their “Human Capital” to get to the next level, stay compliant, and allocate their time, money and technology toward growth. Our HCM platform empowers more than 100,000 clients to build great teams and better manage their people while staying compliant in an ever-changing HR legislative landscape. Asure’s HCM offering includes Payroll & Tax, HR, and Time & Attendance software and HR Services ranging from online compliance tools to a fully outsourced HR department. The Senior Director of Organizational Effectiveness & Development is an executive-level builder sitting directly within the Office of the Chief Transformation & People Officer. This person will design and implement the organization's performance infrastructure from the ground up — establishing a company-wide KPI framework, leading the full rollout of an OKR operating model, and selecting and implementing the platform that makes all of it visible and actionable. This is not a role for someone who maintains systems. This is a role for someone who builds them. The Senior Director will work cross-functionally with every department head, partnering directly with senior leadership to ensure that every team — from the front line to the executive layer — has meaningful, measurable goals that connect to company strategy, and the accountability culture to execute against them. This role carries the direct mandate and sponsorship of the Chief Transformation & People Officer and is expected to operate as a peer to senior business leaders, driving org-wide change with authority, credibility, and executive presence.

Requirements

10+ years of progressive experience in organizational effectiveness, HR strategy, performance management, or a related field — with at least 4–5 years in a senior leadership role
Experience leading a performance platform implementation (selection through adoption) — not just using a platform someone else stood up
Strong project management skills — capable of running a complex, multi-workstream rollout simultaneously across departments
Excellent communication and facilitation skills; comfortable presenting to and challenging executive audiences
Deep understanding of what makes a KPI or OKR meaningful vs. performative — and the judgment to push back when goals aren't good enough
Exceptional ability to influence senior stakeholders and drive org-wide change without always having direct authority
Proven track record of designing and implementing OKR or KPI frameworks at scale, ideally across an entire organization
Builder's mindset — energized by creating structure where none exists; finds ambiguity motivating, not paralyzing
Executive influence — operates credibly at the senior leadership level; knows how to frame performance work in business and transformation terms
Systems thinking — designs frameworks that are interconnected, scalable, and built to last — not one-off programs
Accountability orientation — models and instills a culture where goals are owned, progress is tracked, and results are honestly assessed
Change leadership — skilled at driving adoption of new ways of working across diverse teams and functions
Coaching & development — develops the capability of managers and leaders through challenge, reflection, and direct feedback

Nice To Haves

Experience in a high-growth, scaling, or transformation-stage organization where infrastructure was built from scratch preferred
Background in management consulting, organizational development, or business operations preferred
Familiarity with change management methodologies (Prosci, Kotter, etc.)
Coaching certification or formal leadership development background (ICF, CTI, or similar) preferred
SHRM-SCP, SPHR, or OKR practitioner certification preferred

Responsibilities

OKR Framework Design & Org-Wide Rollout Design the company's OKR methodology from scratch — including structure, cadence, grading approach, and the cascade from company-level objectives down to team and individual key results
Lead a full org-wide OKR rollout in Year 1, partnering with every department head to set their first cycle of OKRs and ensuring alignment to company strategy
Build the governance model for OKRs: quarterly planning rhythms, check-in cadences, scoring reviews, and retrospectives
Act as the internal OKR authority — educating, coaching, and holding the organization accountable to the framework consistently
Continuously refine the OKR model based on adoption data, feedback, and business evolution
Establish a KPI framework that gives every employee — at every level — clear, meaningful, and measurable performance indicators tied to their role and their team's goals
Partner with department heads and people managers to develop role-specific KPIs that reflect real business impact, not just activity or output
Ensure KPIs are structured, documented, and accessible in a way that supports ongoing performance conversations between managers and their teams
Build reporting standards so leadership has a real-time view of performance health across the organization
Audit KPIs on a regular cycle to ensure they remain relevant, challenging, and aligned as the business evolves
Own the end-to-end evaluation, selection, and implementation of the organization's performance and OKR platform (e.g., Lattice, Betterworks, 15Five, Workday Performance, Perdoo)
Define requirements in partnership with HR, IT, and key business stakeholders; lead vendor assessments and manage the procurement process
Oversee the technical implementation, data integration, and configuration of the selected platform
Drive adoption through training, enablement resources, and ongoing support for managers and employees
Own the platform relationship post-launch, including optimization, new feature rollout, and vendor accountability
Design and deliver a manager enablement program that builds the skills needed to set meaningful KPIs, run effective OKR check-ins, and have high-quality performance conversations
Coach senior leaders and people managers directly on goal-setting quality, performance accountability, and how to use data to lead their teams
Partner with HR Business Partners on performance-related escalations, ensuring the KPI and OKR framework supports — not undermines — fair and consistent performance management
Build a feedback culture that normalizes continuous, real-time performance dialogue rather than relying solely on annual reviews
Develop role competency frameworks and career ladders that give employees visibility into what growth looks like at every level — and connect directly to the KPI and performance system
Partner with department leaders to build individualized development plans (IDPs) for employees, particularly those in high-potential and leadership pipelines
Ensure the professional development infrastructure reinforces and rewards performance, creating a clear link between results, growth, and opportunity
Serve as a strategic advisor to the CTPO and senior leadership team on organizational performance, goal-setting culture, and workforce effectiveness
Define, track, and report on success metrics for all OKR, KPI, and development initiatives — translating people data into business-relevant insights for the executive team
Bring forward-looking recommendations on performance management best practices, emerging tools, and organizational design trends
Represent the Office of the CTPO in cross-functional leadership discussions, operating with executive credibility and influence

Benefits

Medical, Dental, Vision, HSA, FSA- All effective on day 1!
Company paid Basic Life Insurance, A+D, Long-Term Disability, and Short-Term Disability
401K Program with 3% safe harbor contribution
Employee Stock Purchase Program
Fitness Reimbursement Program
Self-Managed PTO

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