Manager, Organizational Effectiveness

The Manager of Organizational Effectiveness is a strategic human capital leader responsible for partnering with executives on talent, organization, and leadership decisions that most directly enable enterprise strategy. This role leads a team of Organizational Effectiveness Consultants who serve as trusted partners and human capital advisors to executives and senior business leaders that deliver high-impact consulting across people strategy, organizational design, workforce planning, talent management, engagement, change leadership, leadership effectiveness, and data-informed decision support. Operating with an enterprise-wide lens, the Manager of Organizational Effectiveness and their team help leaders make high-quality, faster, and more confident decisions by diagnosing root causes, evaluating talent and organizational trade-offs, and implementing solutions that strengthen organizational readiness, improve business outcomes, and accelerate Delta Dental’s transformational journey.
 

• Lead through others and partners with executives to provide proactive, strategic consulting in organizational effectiveness and design, employee engagement and experience, workforce planning and talent acquisition, change management, performance, and talent management. Focus efforts where the marginal impact of people decisions is highest, advising on critical workforce, leadership, and organizational choices that drive business outcomes.
• Develop a high-performing team of OE Consultants, providing leadership, coaching, and mentoring to build their capabilities. Ensure the team’s work remains focused on top-of-license, value-creating OE interventions, delivering maximum enterprise value.
• Establish and sustain proactive, strategic relationships as a trusted advisor to senior leadership on organization-related issues. Provide strategic leadership coaching to senior leaders and leadership teams, strengthening their ability to lead through transformation and uncertainty. Guide and influence executives in making better, more confident decisions about workforce and organizational design by helping them evaluate trade-offs, risks, and consequences of talent and organizational options.
• Apply comprehensive systems thinking across multiple business functions to drive alignment of people strategies and programs with business priorities, while proactively minimizing organizational risks. Advise leaders on organizational design, role clarity, decision rights, and team effectiveness to ensure structures and leadership models enable strategy execution. Diagnose systemic organizational issues by focusing on root causes rather than symptoms and developing solutions that address those root causes.
• Lead and model a strong change management mindset, serving as an organizational change subject matter expert to business leadership. Guide leaders and their teams through organizational and team evolution during periods of transformation, growth, or increased complexity. Apply effective change management approaches to enhance stakeholder engagement and ensure successful implementation of organization initiatives, with measurable, sustained adoption of change.
• Oversee and support the implementation of enterprise talent management programs (e.g. performance management, culture and engagement initiatives, talent reviews, succession planning, year-end compensation) within client groups. Partner closely with Centers of Expertise (Talent Management, Learning & Development, Talent Acquisition, Total Rewards, Change Management, People Analytics; Enterprise Capabilities & Enablement) to shape and integrate these solutions, ensuring alignment with overall people strategy.
• Lead the sharing of best practices and provide expert analysis, consultation, gap assessments, team facilitations, and solutions for complex organizational issues. Recommend process improvements and enhancements to drive efficiency and effectiveness in OE initiatives, continuously improving methodologies and outcomes.
• Engage in initiatives requiring coordination across all lines of business, operating with an enterprise-wide lens to prioritize decisions and interventions that yield the greatest organizational value over local optimization. Manage assignments of the largest scope and complexity, impacting multiple functions and locations across the organization.
• Synthesize insights from workforce data, organizational diagnostics, and enterprise intelligence into clear, executive-ready perspectives that inform leadership decision-making. Leverage data-driven storytelling to connect people metrics to business outcomes, trade-offs, and risks, ensuring leaders have the information they need to act decisively.

• 8+ years of related experience, preferably in HR Business Consulting; 1+ years of supervisory/management experience, preferably leading HR business partners, organizational effectiveness consultants, or a related function. 
• BA/BS in a related field or equivalent practical experience. Master’s degree preferred.
• Deep expertise in organizational effectiveness, strategic workforce planning, and leadership advisory in complex, matrixed business environments.
• Experience working in a shared services or Center of Expertise (COE) environment and leading Service Delivery teams is highly beneficial.
• Demonstrated track record of comprehensive (macro and micro level) organizational design implementations.
• Demonstrated knowledge of developing, articulating, and executing strategy within a matrixed HR delivery system. Strong analytical and synthesis skills, with the ability to conduct and interpret complex quantitative and qualitative data analyses and extract key themes from disparate data points to develop coherent insights.
• Demonstrated track record of coaching, developing, and influencing executive leaders (VP+), with proven success in coaching leaders through transformation, ambiguity, and competing priorities to achieve strategic initiatives. Comfortable with negotiation, conflict resolution, and delivering an opposing point of view to challenge assumptions and improve decision-making.
• Exceptional business acumen, with a comprehensive understanding of business operations and strategy. Ability to connect strategy, operating models, and financial drivers to people and leadership implications, enabling proactive inquiry and the development of effective people strategy solutions for clients.
• Demonstrated success driving growth, and transformative, large-scale change within organizations. Experience moving organizations from legacy HR practices to a more influential and impactful model and experience with high-performance HR practices.
• Experience with executive coaching and relevant certifications desired (Hogan, Situational Leadership, e.g.).
• Demonstrated track record of leadership with a high degree of political savvy. Proven ability to build and inspire trust through the highest levels of integrity and ethics.
• Excellent communication and presentation skills (both verbal and written), with strong listening skills, empathy, and effective group facilitation abilities.
• Demonstrated experience developing large-scale change plans with a track record of effective implementation and sustaining change outcomes.

Base Pay Information

The national base pay range at the end is a good-faith estimate of what Delta Dental may pay for new hires. Actual pay may vary based on Delta Dental’s assessment of the candidate’s knowledge, skills, abilities (KSAs), related experience, education, certifications and ability to meet required minimum job qualifications. Other factors impacting pay include prevailing wages in the work location and internal equity. 
Pay Grade 23. $106,400 - $230,600