Sr. Manager, Organizational Effectiveness

Panasonic • Newark, NJ

1d

About The Position

The Sr. Manager, Organizational Effectiveness supports enterprise and HR functional priorities by helping teams adopt complex capabilities, improve ways of working, and translate strategy into practical, business-ready outcomes. This role partners with business and HR leaders to strengthen organization design, operating model effectiveness, capability development, change adoption, process clarity, and employee experience, with particular focus on complex transformations such as artificial intelligence enablement, system implementations, new capability adoption, and cross-functional alignment. The role also provides business-side stewardship for Human Resources technology capabilities by helping align roadmap priorities, adoption plans, and value measures to employee experience, operational needs, and available delivery capacity. The role will help strengthen how strategic initiatives are governed, measured, adopted, and sustained, creating a foundation for broader enterprise transformation and strategy execution.

Requirements

• Bachelor’s degree required in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, Technology, Operations, or a related field; master’s degree preferred.
• Minimum 7–10 years of relevant experience in organizational effectiveness, organization design, capability development, strategic workforce planning, HR strategy, HR business partnership, change management, business transformation, program management, product or technology transformation, or management consulting.
• Experience enabling complex capability adoption, including artificial intelligence or digital transformation, facilitating senior stakeholder discussions, analyzing workforce and organizational data, and translating insights into practical recommendations required.
• Addresses complex organizational challenges where business strategy, structure, process, talent, technology, adoption, and employee experience intersect.
• Uses structured frameworks, data analysis, stakeholder interviews, systems thinking, and facilitation to diagnose root causes, identify structural gaps, evaluate trade-offs, and recommend practical solutions.
• Must be comfortable working through ambiguity, asking the right questions, balancing efficiency and experience considerations, and helping leaders move from ideas to outcomes in dynamic environments.
• Regularly partners with HR leadership, HR Business Partners, Talent Learning and Organizational Development (TLOD), Centers of Excellence, business unit leaders, Finance, Information Technology, Communications, operations, product, technology, and project teams. Requires strong written and verbal communication skills, executive-ready storytelling, facilitation, and the ability to influence without direct authority.
• Must be able to translate complex organizational, technology, and transformation concepts into clear recommendations, decision points, adoption plans, and implementation actions.
• Occasional travel may be required based on business needs.
• Ability to handle confidential and sensitive workforce, organization, and employee information with discretion.
• Strong proficiency with Microsoft Office tools required.

Nice To Haves

• master’s degree preferred.
• experience with workforce analytics, survey platforms, human capital management systems, project management tools, process mapping methods, capability frameworks, digital transformation, and artificial intelligence enablement preferred.
• Organizational development, change management, project management, design thinking, agile, or transformation certification preferred but not required.

Responsibilities

• Lead and support organizational design and operating model efforts that align structure, roles, decision rights, spans and layers, workflows, capabilities, governance, and ways of working to business strategy.
• Partner with HR Business Partners and business leaders to assess complex or unclear current-state challenges, identify structural and process gaps, define what “good” looks like, and recommend practical design solutions that improve efficiency, accountability, collaboration, adoption, and employee experience.
• Establish common measures, scorecards, and leadership routines to assess organizational health, role clarity, process effectiveness, capacity, change readiness, adoption, benefits realization, and employee experience, enabling leaders to identify risks, evaluate trade-offs, make timely decisions, and sustain outcomes across priority initiatives.
• Facilitate cross-functional working sessions to clarify roles, improve handoffs, simplify processes, and strengthen accountability.
• Identify opportunities to standardize, redesign, automate, or redistribute work in ways that reduce unnecessary complexity and support more scalable ways of working across operations, product, technology, HR, and business teams.
• Provide business-side product stewardship for Human Resources Service Delivery capabilities, ensuring roadmap priorities, adoption plans, and value measures are aligned to employee experience, operational needs, compliance requirements, platform standards, and available delivery capacity.
• Partner closely with Information Technology, Human Resources Information Systems, ServiceNow, HR operations, and Centers of Excellence to shape product vision, evaluate new demand, sequence enhancements, and clarify trade-offs.
• Partner with Talent Learning and Organizational Development (TLOD), HR, technology, and business stakeholders to plan, coordinate, and deliver organizational effectiveness programs, workshops, capability-building experiences, and leadership sessions that support enterprise and business-unit priorities.
• Manage program plans, timelines, stakeholder inputs, materials, logistics, risks, dependencies, and follow-through to ensure high-quality execution.
• Support current transformation efforts, including system implementations and major business investments, by helping teams clarify outcomes, remove barriers, strengthen adoption plans, and refocus work on measurable value realization. Facilitate working sessions that move teams from awareness to application by translating organizational needs, complex initiatives, and transformation goals into practical tools, learning experiences, action plans, governance routines, and measurable outcomes.
• Partner with HR, business leaders, project teams, and subject matter experts to support adoption of organizational changes, facilitate leadership discussions, and translate complex organizational issues into clear decisions and action plans.
• Build trusted relationships and influence stakeholders through thoughtful questioning, practical recommendations, strong storytelling, and disciplined follow-through.
• Help leaders and teams align around the right approach forward when challenges are complex, unclear, stalled, or not delivering the expected business value. Over time, contribute to stronger enterprise routines for prioritizing work, aligning stakeholders, tracking commitments, and connecting strategic intent to execution discipline.
• Establish and maintain a structured account management approach that enables Business Units to engage HR through clear intake, prioritization, feedback, and follow-through routines.
• Serve as a connective point between Business Unit needs and HR functional priorities by capturing recurring themes, surfacing pain points, clarifying demand, and helping translate feedback into actionable improvements across HR services, technology, processes, and employee experience.
• Build trusted relationships with HR Business Partners, Centers of Excellence, Employee Services, Human Resources Information Systems, and Business Unit stakeholders to ensure HR better understands business needs, communicates progress, manages expectations, and continuously improves how the function delivers value.
• Help define simple measures of engagement quality, responsiveness, recurring demand, stakeholder satisfaction, and value realization so HR can identify patterns, make better trade-off decisions, and strengthen its partnership with the business over time.

Benefits

• Offering medical, dental, vision, prescription plans, plus Health Savings Account and Flexible Spending Account options.
• Life, accident, critical illness, disability, legal, identity theft, and pet insurance.
• 401(k) plan with company matching contributions and immediate vesting.
• Vacation, holidays, personal days, sick leave, volunteer, and parental & caregiver leave.
• Tuition reimbursement for job-related courses after six months of service.
• Lifestyle Spending Account, EAP, virtual health management, chronic condition, neurodiversity, tobacco cessation, substance abuse support, and life stage and fertility resources.
• High5 employee recognition and awards platform, quarterly and annual employee recognition
• Opportunity for an annual performance-based bonus.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior