Director, Change Management and Organizational Effectiveness

As the Director, Change Management and Organizational Effectiveness, you’ll lead enterprise‑wide change initiatives that strengthen organizational capability, accelerate adoption of strategic priorities, and improve overall effectiveness. This leader drives both transformational change and proactive organizational health initiatives, serving as a trusted advisor to senior leadership teams while leading a small, high‑impact team. Embedded within HR, this leader partners closely with other HR Centers of Excellence (Talent, Total Rewards, People Analytics) and HR Business Partners to deliver integrated solutions that improve change adoption, workforce readiness, and organizational health.

What You Will Do:

Change Leadership & Strategy

• Develop and lead the organization’s change management and organizational effectiveness strategy aligned with business and enterprise goals
• Provide strategic change leadership for complex, multi‑workstream initiatives (e.g., operating model changes, digital transformation, culture shifts, M&A integration). Assess change impacts, readiness, and risks; design mitigation and adoption plans.
• Ensure consistent application of change methodologies, tools, and standards across the enterprise while enhancing change readiness throughout the organization. Enable leader‑led change by coaching executives, HR teammates and people leaders
• Leverage metrics for change adoption, engagement, and effectiveness, track outcomes and adjust strategies based on insights to continuously improve tools, templates, and capability models for impact.

Organizational Effectiveness

• Partner with human resource stakeholders and leaders to guide organizational design efforts that align with strategy, improve efficiency and clarify accountability
• Facilitate organizational effectiveness efforts related to culture, operating models, leadership effectiveness, workforce alignment, and ways of working.
• Use data and diagnostics (engagement, adoption, capability maturity, feedback) to guide interventions and measure impact.
• Integrate workforce planning with organizational design, transformation, talent management, and succession planning strategies

Stakeholder & Executive Partnership

• Act as a trusted advisor to executives and senior leaders on change impacts, leader readiness, and organizational health
• Design and support leader‑led change approaches, including executive sponsorship and people‑leader capability
• Partner closely with HR, Talent, Strategy, and Communications to ensure alignment across people initiatives

Team Leadership & Development

• Lead, coach, and develop a small team of change management and organizational effectiveness professionals
• Establish clear priorities and balance strategic consulting with execution support
• Foster a high‑performance, collaborative, and consultative team culture

What You Will Bring:

• Bachelor’s degree (HR, Business, or related field required; Master’s a plus).
• 8-10 years experience in Change Management, Organizational Development, or strategic Talent Management partner roles
• Track record of leading transformation and large-scale change efforts in complex, matrixed organizations.
• Strong knowledge of HR processes and how organizational effectiveness integrates across the talent lifecycle
• Experience leading a team and influencing senior leaders

Who You Are:

• Visionary leader—energized by the challenge of enabling a future-ready organization
• Persuasive communicator—able to influence at all levels and inspire action without direct authority.
• Relationship architect—skilled at building deep, trust-based partnerships across cultures, geographies, and business lines.
• Business-driven—passionate about understanding the business and aligning people strategies to fuel growth.
• Change agent—comfortable navigating ambiguity, driving innovation, and challenging the status quo.
• Champion of inclusion & belonging—dedicated to building teams that reflect the world we serve.

We are an equal opportunity employer and value diversity at our company. Ingredion seeks to provide a work environment that is free from harassment and discrimination. We will not tolerate any form of discrimination based on race, color, religion, age, gender, gender identity, gender expression, national origin, ancestry, handicap or disability—mental or physical—marital status, sexual orientation, veteran status, disability resulting from military service, or any other classification protected by law (“protected classifications”). We are committed to establishing and maintaining a work environment where everyone is treated with dignity and respect.

Ingredion provides accommodations to job applicants with disabilities throughout the hiring process. If a job applicant requires an accommodation during the application process or through the selection process, we will work with the applicant to meet the job applicant's accommodation needs.

Ingredion uses AI-enabled tools to support parts of the recruitment process, including resume screening and interview scheduling. These tools help match candidate skills to job requirements and streamline communication. All AI-assisted decisions are reviewed by our Talent Acquisition team to ensure fairness and compliance with applicable laws. By applying, you acknowledge that AI may be used to support your application journey.

Relocation Available:

Pay Range:

This pay range is not a guarantee of compensation or salary. Final base salary will be determined based on several factors which may include but are not limited to responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data and applicable bargaining agreement (if any).

Incentive Compensation:

As a part of the total compensation package, this role may be eligible for the Ingredion Annual Incentive Plan or a role-specific commission/bonus.

Benefits:

Full-time roles are eligible for our comprehensive benefits package which includes medical, dental and vision coverage as well as a 401(k) plan with an competitive company match.