Clinigen is seeking a bold, pragmatic and commercially minded Director of Organizational Effectiveness & Culture Transformation to help shape how our global organization works, leads and delivers. Reporting to the Chief Human Resources Officer and partnering closely with the CEO, Executive Leadership Team and business leaders, this role will turn our culture and accountability ambitions into practical, visible ways of working.
This is not a traditional employee engagement or learning position. It is a hands-on transformation role for someone who can work credibly with senior executives, simplify complexity and build the organizational conditions that enable people to make decisions, own outcomes, collaborate across boundaries and sustain change.
What You Will Do
Shape culture and ways of working
Partner with senior leaders to define and embed a focused set of leadership behaviors and enterprise ways of working.
Build and deliver a practical culture and organizational effectiveness roadmap aligned with Clinigen’s strategy and the Clinigen Way.
Identify the processes, routines and signals that reinforce current behaviors, then redesign them to strengthen ownership, trust, pace and follow-through.
Connect culture priorities to measurable business outcomes rather than stand-alone initiatives.
Strengthen leadership effectiveness
Advise and facilitate the CEO, CHRO, Executive Leadership Team and Business Unit leaders on team effectiveness, decision-making and cross-functional collaboration.
Design and lead leadership sessions that move teams from discussion to clear decisions, accountable owners and committed action.
Help establish effective operating rhythms, meeting disciplines, decision rights and escalation practices.
Coach senior leaders to model the behaviors required to build confidence, constructive challenge and accountability.
Build enterprise change capability
Create a simple, repeatable approach to change management that can be applied across enterprise and business-unit initiatives.
Assess change impact, stakeholder needs, readiness and risk, then translate the findings into sponsor, communication, manager and adoption plans.
Create visibility across major changes to identify collisions, sequencing risks and opportunities to stop, simplify or combine activity.
Equip leaders and managers with practical tools and conversations that help employees understand and adopt change.
Measure adoption and behavior change, intervening when implementation activity is not producing sustained results.
Turn employee insight into action
Lead Clinigen’s employee-listening and organizational-health approach in partnership with HR Business Partners and Internal Communications.
Translate survey, pulse and qualitative insight into a small number of priorities with clear executive ownership.
Establish disciplined action planning, follow-through and visible feedback to employees.
Provide leaders with a clear, evidence-based view of progress, barriers and organizational health.
Create accountability that works
Clarify outcomes, ownership, decision authority, interdependencies and success measures for critical priorities.
Design lightweight tools that make commitments and progress visible without creating unnecessary bureaucracy.
Identify recurring breakdowns in handoffs, decisions and collaboration, then facilitate practical resolution.
Partner across HR to align performance, recognition, leadership development and talent practices with the desired culture.
What Success Looks Like
Leaders demonstrate consistent ownership and deliver agreed commitments.
Executive and cross-functional teams make clearer decisions with stronger follow-through.
Major change initiatives have effective sponsorship, sequenced plans and defined adoption outcomes.
Managers are more confident leading teams through change.
Employees see visible action in response to feedback.
Culture and organizational effectiveness priorities produce measurable improvements in execution,…