Global Organisational Design & Effectiveness Director

The Global Organisational Design & Effectiveness Director is a pivotal leadership role responsible for designing and executing strategic talent and team interventions that strengthen team effectiveness and enable enterprise-wide organizational transformation. This role combines expert facilitation, robust assessment methodologies, and proven organizational frameworks to advance organizational design, leadership development, and the performance of high-impact teams (HPT).

Functioning as an internal consultant, the Director collaborates closely with HR Business Partners (HRBPs) and senior business leaders (SLT) to co-create business-aligned, data-driven, and scalable solutions. These interventions are shaped by executive insight and designed to deliver measurable outcomes. By bridging organizational design, team effectiveness, and strategic HR interventions, this role builds internal capability, drives enterprise agility, and reduces dependency on external consultants. It plays a vital role in Goodyear’s broader transformation agenda—supporting functional centralization and embedding sustainable OD practices across the organization.

With dual reporting to Director, Global Leadership Development & Learning (India) and Director, Global Talent Management Capability & Strategy (USA), this global role can be remotely placed anywhere in Europe.

Job Duties / Responsibilities may include, but are not limited to:

Organizational Design & Team Effectiveness:

• Establish and align the Organization Design & HPT strategy with business needs and impact.
• Design and implement frameworks, toolkits, and methodologies for organization-wide interventions.
• Align with the talent assessment strategy by partnering with TA and L&D to implement assessments at individual, team, and organizational levels.
• Develop an intake process for talent & team interventions including governance on custom requests and a support matrix indicating who would deliver based on client level / complexity.

Stakeholder & HRBP Partnership:

• Provide strategic consultation and upskilling resources to enable HRBPs/ TM & LD Partner as transformation facilitators.
• Provide tools and best practices to HRBPs/ TM & LD Partner for organization design, leadership development, and high-performing teams.
• Work closely with COE Leaders/ HRBPs/ TM & LD Partner to identify team performance challenges and design scalable interventions.

Stakeholder & HRBP Partnership: (cont.)

• Enable COE Leaders/ HRBPs/ TM & L&D but also operate independently as a strategic partner in select scenarios.
• Facilitate strategic leadership workshops to guide structure alignment and change readiness.

Direct Executive Engagement:

• Partner with SLT and business leaders to assess restructuring needs and facilitate end-to-end design processes.
• Lead intake & diagnostic sessions with leadership to co-create transformation journeys.
• Act as the senior-most OD point of contact on complex interventions, offering consulting beyond traditional HR support.
• Synthesize executive insights into action plans, frameworks, and corporate-level organizational strategy.

Execution & Impact Measurement:

• Design, develop, and deliver train-the-trainer for talent, team & organization strategy.
• Deploy and refine team interventions through pilots, workshops, and coaching.
• Track impact through data collection, engagement surveys, and talent metrics, ensuring alignment with strategic objectives.
• Continuously refine methods and tools based on feedback, benchmarking, and evolving business needs.

KEY EXPERIENCE

• Bachelor’s degree in Business, HR, or related field; a Master’s degree is preferred.
• 8+ years of experience working in HR, Leadership Development or related function.
• Experience in developing and implementing org design & HPT strategies that drive business performance.
• Familiarity with 360 assessments, executive assessments, succession planning, and engagement surveys to shape leadership and team effectiveness.
• Exposure to or expertise in Group or team coaching, mentoring circles, peer learning groups, and mentoring as a developmental tool to support capability building and culture transformation.
• Skilled in designing and facilitating team interventions.

KEY SKILLS

• Self-driven and Continuous learner ability to align team and talent interventions with business needs and long-term strategy.
• Strong relationship-building skills to partner with HRBPs and leaders to implement and sustain interventions.
• Ability to drive team-level behavior change through coaching, facilitation & consulting.
• Experience in collecting, analyzing & leveraging data insight to refine talent strategies.
• Comfortable navigating complex organizational challenges and adapting interventions to evolving business needs.
• Understanding of organization dynamics to design interventions & guide groups through processes.

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