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Manager, Organizational Design
Estee Lauder
New York, NY, United States
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Description
The Organization Design Manager will be a member of the OD and Change team. In partnership with our brands, regions, functions and channels, the individual in this role will partner with OD Directors or the VP, OD to:
• Identify what the organization design initiative will solve for and how it will align to business strategy
• Identify the strengths/ critical opportunities in the organization design, process and mindsets/behaviors that contribute to improved performance and will achieve the business strategy
• Develop options and recommendations that build on our strengths/ addresses opportunities in the organization design, process and mindsets/behaviors
• Connect performance improvements to metrics and behaviors that are important to the business
• Establish the steps to enable the transition from the current to future state organization design, process and mindsets/behaviors, in collaboration with colleagues in change management. The director may lead the change management as needed
• May manage internal or external third party partners to deliver projects.
The Organization Design Manager will support the identification, design, development and deployment of tools that enhance organization design, process and change management capabilities across brands, regions, functions and channels and deliver improved operational efficiency and effectiveness.
This role will support global organizational design, process and change management strategies for Leading Beauty Forward to ensure alignment, integration and effectiveness. The individual in this role will partner closely with the Directors on the team and with our brands, regions, functions, channels and shared services on organizational design needs for specific Leading Beauty Forward initiatives.
This role is suited to a dynamic and adaptable learner with the desire to drive tangible results and who is able to forge strong partnerships, delivering through influencing and collaborating with others. Individuals in this role must have demonstrated abilities in relationship and engagement management with senior leaders, including project scoping and project management capabilities.
Individuals in this role should be comfortable applying new methodologies to organization design, process and change management, including team models, to achieve breakthrough results. A combination of skills and experience with a good portion of the following is required: organization performance diagnosis, organization design (STAR model), systems thinking, process and/or design thinking, change management, culture and behavior change, functional capability building, external research and benchmarking, job design, group process facilitation, communication planning, survey/assessment design, and a strong proficiency analyzing data to gain insight into business performance.
• Project work. Develop and deploy OD projects. The manager facilitates the process from identification of the business opportunity through solution development. Partners closely the HR Business Partner (HRBP) colleagues to understand business needs and deliver organization design recommendations to the business. The manager may own a project or a large workstream on a project This may include partnering with internal or external third party partners to deliver the work. 60 – 70% of time
• Advisory support. The manager provides ongoing advisory support to HRBPs to scope and solve OD challenges. The HRBP or Business leader owns the ongoing effort. 15- 20% of time
• Capability Building. On-demand tools and support. The manager supports the developing and deploying tools, tutorials, and frameworks to support the business and HRBPs, enabled by regular experiential training sessions provided by OD and “internal process experts”. 15 - 20% of time
Qualifications
Minimum of 5-7 years OD or Organization Effectiveness consulting experience (internal or external). Masters or related degree ideal. Experience in organizational design, process and change management are essential as is the ability to act as a change agent, influence broad populations and apply different OD expertise to the right situations. The manager will be expected to independently lead large workstreams or projects in global, brand, functions and regions independently, coach others, and provide creative ideas to help evolve our OD and Change function.
Strong organizational, presentation, execution and analysis skills. Must be comfortable and effective in an influence role where you must understand how to influence with both logic and emotion for improvement and change. The manager must be both customer, business, process and people focused. Must be a demonstrated team player, open to feedback, and passionate about collaborating with a team to develop and adapt approaches that win in the work place and in the business.