Sr Manager, Organizational Design

Lennar•Miami, FL

21h

About The Position

Sr Manager, Organizational Effectiveness and Design We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500® company and consistently ranked among the top homebuilders in the United States. Join a Company that Empowers you to Build your Future The Sr Manager, Organizational Effectiveness and Design will serve as a strategic advisor and thought partner for the HR Centers of Excellence (COEs) and business leaders to help shape how the organization is structured, how work gets done, and how roles are defined across the enterprise. This role will lead complex org design initiatives to drive scalable structures, optimize organizational performance, and build a consistent job architecture framework that supports talent management, compensation, and career development strategies. This role is a key driver in helping the company scale thoughtfully—by building an organization that’s agile, aligned, and talent-forward. You’ll be instrumental in shaping not only how we work, but how we grow. A career with purpose. A career built on making dreams come true. A career built on building zero defect homes, cost management, and adherence to schedules. Your Responsibilities on the Team Organizational Design and Job Architecture Lead the design and execution of organizational structures and operating models that align with strategic goals, promote agility, and support long-term scalability. Lead the partnership with senior leaders and HRBPs to design future-state organizational structures, optimize team composition and spans of control, and serve as a strategic thought partner on talent deployment and transformation. Assess organizational layers and decision-making processes to ensure efficiency, scalability, and alignment with business goals. Lead, plan and facilitate workshops and working sessions that guide decision-making on team design, capability needs, and structural shifts, providing toolkits and frameworks to enable localized implementation. Establish org design principles & governance to develop and maintain consistent org design standards, methodologies, and governance practices to ensure clarity, alignment, and transparency in structural decisions. Drive the creation and governance of a job architecture framework, including job families, levels, and titles, aligned with compensation and career progression strategies. Enable Talent and Compensation alignment through partnership with Total Rewards and Talent teams to ensure job architecture supports workforce analytics, internal mobility, pay equity, and consistent role clarity across the organization. Monitor and report org effectiveness impact through tracking and measuring the impact of org design, effectiveness, and job architecture initiatives, maintaining workforce data, org charts, and headcount governance dashboards in collaboration with HR Operations and Compensation. Lead change enablement for org design initiatives by developing and executing change management strategies to support successful adoption of organizational design and job architecture initiatives across the enterprise. Design change toolkits and resources, FAQs, change communication templates, stakeholder engagement plans, and training resources to support HRBPs and teams through transitions. Organizational Effectiveness Conduct organizational health assessments using data sources such as engagement results, performance metrics, and collaboration indices. Leverage tools like OrgVue, Workday, and Visier to model scenarios, uncover structural inefficiencies, and address barriers to effectiveness such as unclear roles, process gaps, and team silos. Partner with HR Business Partners and People Analytics to lead cross-functional initiatives that enhance operational alignment and implement targeted interventions that strengthen collaboration, accountability, and team effectiveness. Measure and monitor change readiness, adoption, and sentiment through surveys, feedback loops, and data analysis to identify resistance and adjust plans as needed.

Requirements

Bachelor’s degree in Organizational Psychology, Business, Human Resources, or related field
7+ years in organizational design, effectiveness, job architecture, or HR strategy roles.
Certification in organizational design, change management (e.g., Prosci, Korn Ferry), or HR analytics.
Previous experience in management consulting or enterprise transformation teams.
Demonstrated experience leading enterprise-wide org design and job architecture initiatives in a complex or matrixed environment.
Strong grasp of organizational effectiveness levers such as structure, decision rights, accountability, and capability planning.
Strong knowledge of organizational design models (e.g., Galbraith Star Model, Operating Model Canvas), org effectiveness diagnostics, and job architecture frameworks.
Experience implementing job architecture frameworks across global or multi-entity organizations.
Exceptional stakeholder management, facilitation, and consulting skills.
Analytical mindset with strong capabilities in workforce planning, headcount modeling, and org structure visualization.
Proficiency with HR systems and org tools (e.g., Workday, OrgVue, SuccessFactors).
Ability to navigate ambiguity and drive clarity and lead structured thinking in fast-paced or evolving business environments.

Responsibilities

Lead the design and execution of organizational structures and operating models that align with strategic goals, promote agility, and support long-term scalability.
Lead the partnership with senior leaders and HRBPs to design future-state organizational structures, optimize team composition and spans of control, and serve as a strategic thought partner on talent deployment and transformation.
Assess organizational layers and decision-making processes to ensure efficiency, scalability, and alignment with business goals.
Lead, plan and facilitate workshops and working sessions that guide decision-making on team design, capability needs, and structural shifts, providing toolkits and frameworks to enable localized implementation.
Establish org design principles & governance to develop and maintain consistent org design standards, methodologies, and governance practices to ensure clarity, alignment, and transparency in structural decisions.
Drive the creation and governance of a job architecture framework, including job families, levels, and titles, aligned with compensation and career progression strategies.
Enable Talent and Compensation alignment through partnership with Total Rewards and Talent teams to ensure job architecture supports workforce analytics, internal mobility, pay equity, and consistent role clarity across the organization.
Monitor and report org effectiveness impact through tracking and measuring the impact of org design, effectiveness, and job architecture initiatives, maintaining workforce data, org charts, and headcount governance dashboards in collaboration with HR Operations and Compensation.
Lead change enablement for org design initiatives by developing and executing change management strategies to support successful adoption of organizational design and job architecture initiatives across the enterprise.
Design change toolkits and resources, FAQs, change communication templates, stakeholder engagement plans, and training resources to support HRBPs and teams through transitions.
Conduct organizational health assessments using data sources such as engagement results, performance metrics, and collaboration indices.
Leverage tools like OrgVue, Workday, and Visier to model scenarios, uncover structural inefficiencies, and address barriers to effectiveness such as unclear roles, process gaps, and team silos.
Partner with HR Business Partners and People Analytics to lead cross-functional initiatives that enhance operational alignment and implement targeted interventions that strengthen collaboration, accountability, and team effectiveness.
Measure and monitor change readiness, adoption, and sentiment through surveys, feedback loops, and data analysis to identify resistance and adjust plans as needed.

Benefits

robust health insurance plans, including Medical, Dental, and Vision coverage
401(k) Retirement Plan, complete with a $1 for $1 Company Match up to 5%
Paid Parental Leave
Associate Assistance Plan
Education Assistance Program
up to $30,000 in Adoption Assistance
up to three weeks of vacation annually, alongside generous Holiday, Sick Leave, and Personal Day policies
New Hire Referral Bonus Program
significant Home Purchase Discounts
Everyone’s Included Day