Summary
We are seeking a strategic, influential, and experienced Director of Organizational Effectiveness to lead the People team’s partnership with the Transformation Office on all key strategic imperatives and transformation initiatives. This senior leadership role drives the integration of people strategies with the broader business transformation agenda, ensuring organizational design, change readiness, and workforce transformation efforts are expertly designed and executed to deliver measurable impact.
Responsibilities
Provide partnership and advisory support to the Transformation Office and business leaders on strategic imperatives, integrating human capital insights into transformation planning and delivery.
Lead and own large-scale organizational design and workforce transformation efforts, including enterprise-wide structure redesigns, role architecture, spans of control, and capability shifts.
Serve as a key People leadership voice in cross-functional transformation governance forums, influencing strategy and decision-making at the senior executive level.
Drive the development and execution of a comprehensive people enablement framework aligned to transformation goals, incorporating change management, talent mobility, leadership development, and culture evolution.
Direct complex stakeholder engagement strategies to align leadership teams, HR partners, and business units around transformation priorities and organizational changes.
Oversee analysis of organizational diagnostics and people data to identify risks, opportunities, and workforce requirements, delivering strategic recommendations to senior leadership.
Collaborate closely with HR Business Partners, Centers of Excellence and other business units to ensure organizational and talent strategies support business agility and performance.
Champion and model inclusive leadership, promoting a culture of engagement, innovation, and continuous improvement during transformation.
Monitor, measure, and report on the impact of people initiatives on transformation outcomes and employee experience.
Qualifications
10+ years of progressive leadership experience in HR, organizational design, or people strategy roles, with a strong emphasis on supporting business transformation.
Demonstrable success leading large-scale organizational design, workforce transformation, and change programs at a senior leadership level.
Extensive experience as a strategic People/HR leader partnering with C-suite and executive teams.
Strong executive presence and influencing skills capable of driving alignment and commitment in complex, matrixed environments.
Proven ability to synthesize complex business and people data to inform strategic decisions and articulate clear, actionable insights.
Deep expertise in change management, talent strategy, and organizational effectiveness frameworks.
Track record of building and leading high-performing teams and driving cross-functional collaboration.
Relevant advanced qualifications in HR, Organizational Development, Business, or related disciplines are highly preferred.
Leadership
Embodies the following values: serve, perform, influence, respect, innovate, team.
Effectively communicates by motivating and inspiring others through clear and proactive communication.
Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
Makes balanced decisions and thinks strategically by being a forward thinker.
Develops high-performing teams by providing inclusive leadership, attracting and developing world-class talent, providing ongoing feedback, and building trust across the organization.
Physical Demands / Working Environment
This role is primarily office-based with a typical work environment involving standard office conditions.
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GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.