Associate Director Enterprise Organization Development

Role PurposeThe Associate Director, Enterprise Organizational Development is the enterprise product leader responsible for building, operationalizing, and scaling the Organizational Development products defined by the VP, Organizational Development. This role translates enterprise strategy into organizational development leader enablement tools and governance that can be deployed consistently across the business.You operate as:A deep subject-matter expert in organizational development, design, and culture changeA product operator who builds standard work, tools, and adoption mechanismsA capability multiplier, enabling HRBPs, talent partners, and leaders to execute with confidenceWhy Join JCI NowThis is a rare opportunity to:Join a 140 year new company undergoing a significant transformation, powered by a lean business system and talent system engineBe a leader in a compelling growth story backed by strong market trends and a right to win in 3 verticals – decarbonization, mission critical environments, and AI driven economy with explosive data center growthShape an enterprise talent system at scale (90,000 employees globally) from the ground upPartner directly with CHRO, Business Leaders, and HR Leaders who believe talent and organizational capability is a key part of our winning formulaBuild organizational development products that will ensure we have the right people in the right roles with the right skills at the right time and cost to drive high performanceLeave a lasting enterprise legacyWhat You Will OwnOrganizational Design – Enterprise Product ExecutionBuild and continuously improve the organizational design playbook, tools, and diagnosticsEstablish and run org design governance, standards, and review processesDefine role design, span/layer, and structure guidance aligned to enterprise principlesEnsure org design decisions improve clarity, accountability, and performanceApply the methodology to major org changes and capture learnings for scaleCulture Shaping – Enterprise ToolkitBuild and maintain the enterprise culture shaping methodology and leader toolkitsCreate practical tools for stakeholder analysis, communication, and adoption planningDefine adoption and reinforcement metrics tied to behavior and outcomesIntegrate change management principles within kaizen and all talent system processesEnterprise Governance & Standard WorkDefine triggers and criteria for formal org design and change reviewEstablish documentation, approval, and tracking standardsEnsure consistency and quality across business-led changesSurface patterns, risks, and insights and own continuous improvementCapability Build Across HR & LeadersEnable HRBPs and leaders to confidently lead org design and change workDevelop leader-facing materials that support self-sufficiencyCoach HR and leaders through complex redesigns and transformationsBuild feedback loops to continuously improve tools and adoptionIdeal Background and Experiences:7–10 years of progressive HR or OD experience across Organizational Design, Change Management, Organization Effectiveness, Talent, or HR Business PartneringHands-on experience designing and executing org design and change initiatives, including role clarity, spans/layers, and operating model workBuilt or operationalized playbooks, toolkits, or standard work (e.g., org design, change, role design) used by HRBPs or leadersApplied change management methodologies to real business transformations, with focus on adoption and sustainmentExperience supporting strategic workforce planning, translating strategy into capability action plansStrong partnership with senior leaders, serving as a trusted advisor while operating within established enterprise directionProven ability to influence without authority in matrixed, global environmentsDemonstrated learning mindset, using feedback and outcomes to continuously improveLeadership Attributes & BehaviorsWe Focus on What MattersGrounds organizational design and change work in real business problems, not theoryGoes to Gemba to understand how work actually gets done before proposing solutionsTranslates strategy and direction from leadership into clear, practical tools and guidancePrioritizes work that improves clarity, accountability, and business outcomes We Win as One TeamPartners closely with the HRBPs, talent partners, and business leaders to deliver consistent outcomesBuilds trust through expertise, follow-through, and transparencyWelcomes diverse perspectives and integrates them into better design decisionsBreaks down silos by enabling shared standards and common ways of workingWe Win as One TeamPartners closely with the HRBPs, talent partners, and business leaders to deliver consistent outcomesBuilds trust through expertise, follow-through, and transparencyWelcomes diverse perspectives and integrates them into better design decisionsBreaks down silos by enabling shared standards and common ways of workingWe Improve EverydaySeeks feedback on tools, playbooks, and approaches and iterates quicklySurfaces issues early and addresses them with candor and respectApplies lessons learned from each org change to strengthen enterprise capabilityBalances rigor with pragmatism to keep work moving forward We Own the OutcomeTakes accountability for the quality and adoption of org design and change productsExecutes with discipline while adapting to business realitiesEnsures changes are implemented, adopted, and sustained—not just designedActs with integrity, safety, and respect in all change effortsWe Own the OutcomeTakes accountability for the quality and adoption of org design and change productsExecutes with discipline while adapting to business realitiesEnsures changes are implemented, adopted, and sustained—not just designedActs with integrity, safety, and respect in all change efforts

Created: 2026-03-20