Group Director, Organization Design & Change Enablement
At CHANEL, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity, and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to CHANEL.
About the role:
CHANEL is looking for a Group Director, Organization Design & Change Enablement in New York City . This Group Director role will join our Organizational Development & Effectiveness (OD&E) Center of Excellence within People & Organization (P&O). You will own the methods, tools, and enablement that help P&O and the business design more effective organizations and lead change in a consistent, human-centered way, spanning operating model design, org structure, role clarity, governance, ways of working, change readiness, and adoption. This role is a key partner for HRBPs, COEs, the P&O PM community, Rewards, business leaders, the Change community, and Global.
What impact you can create at CHANEL:
Maintain and evolve CHANEL’s House approach to organization design and operating model work — ensuring it is applied consistently across transformations and updating it for the age of AI
Diagnose and design across the full set of organization levers — structure, operating model, spans and layers, roles and decision rights, governance, and ways of working
Create reusable tools for structure, role clarity, decision rights, and ways of working that scale across P&O and the business (i.e., PACE Program)
Partner with Global to build change capability across the organization, leveraging the House change-management approach and adoption methodology
Support high-priority, cross-functional, enterprise-wide transformations — pilots, sensitive projects, and ecosystem work
Help enable the future HRBP role, shifting it from operational support toward strategic advisory
Mobilize P&O to help transform work — identify transformation opportunities and manage AI-related disruption, in partnership with HRBPs, Portfolio Management, People Analytics, and Workforce Strategy
Use Voices as a culture instrument — interpretation and action-planning support that turns listening into meaningful change
You are energized by:
Enabling others to lead change — coaching COEs, HRBPs, project teams, and senior sponsors rather than owning delivery yourself
Navigating complexity and influencing through ambiguity, without relying on formal authority
Designing frameworks and tools that scale, not one-off fixes
Human-centered change — building genuine adoption and helping leaders anticipate and manage resistance
Connecting the dots across organization design, culture, governance, and transformation
What you will bring to the team:
Deep organization design and operating model expertise — operating model design, spans and layers, capability-based design, and decision rights
Fluency in a structured change-management methodology and adoption measurement — change readiness, sponsorship, manager enablement, and tracking adoption and impact
Group Director-level credibility and facilitation skills, and the ability to influence through ambiguity
A track record of building tools and frameworks — decision rights, ways of working, governance — that others actually adopt, and a data-informed approach to designing and measuring enablement
Experience guiding high-stakes, cross-functional, enterprise-wide transformations
A clear point of view on how AI is reshaping organizations and the nature of work
Comfort holding a clear scope boundary: this role owns frameworks, enablement, strategic advisory, and targeted execution — not delivery of every change initiative, project management for all P&O work, final business decisions on structure, or HRBP business-relationship ownership
What skills you will learn / experiences you might have:
Shape the operating model of a…