Director, Organizational Effectiveness and Workforce Strategy

Thrivent Financial; Minneapolis, Northern (MN, KY); On-site; USD 161,000 - 218,000; Full time

Benefits offered by this job

Bonuses

Medical, dental, and vision insurance

Health savings account

Flexible spending account

401k

Job summary

Thrivent Financial seeks a Director, Organizational Effectiveness and Workforce Strategy to translate business strategy into organizational structures and workforce capabilities. You will lead organization design, workforce strategy, and enterprise change initiatives, advising senior HR and business leaders and guiding execution across leadership and team effectiveness.

The role focuses on aligning strategy with governance, performance, and capability building, driving value realization, and

Qualifications

• Bachelor’s degree and 10+ years in organizational effectiveness or related field
• Experience leading enterprise-wide transformation
• Strong analytics and stakeholder influence
• Certification in change management preferred

Responsibilities

• Translate business strategy into organizational structures, operating models, governance and accountabilities
• Lead organization design, workforce strategy, and change initiatives
• Advise senior leaders on organizational effectiveness and impact of AI/automation
• Drive leadership alignment, team performance, and execution across enterprise
• Diagnose challenges using workforce analytics and stakeholder perspectives

Skills

Organizational design

Workforce planning

Change management

Leadership development

Executive coaching

Education

Bachelor’s degree in organizational development, HR, or business administration

Master’s degree preferred

Job description

Director, Organizational Effectiveness and Workforce Strategy

The Director, Organizational Effectiveness and Workforce Strategy is an enterprise leader responsible for advancing Thrivent’s Organizational Effectiveness capability. This role helps leaders translate business strategy into the organizational structures, workforce capabilities, leadership practices, and execution plans required to achieve measurable business results. Serve as a strategic advisor to senior business and HR leaders, the Director engages early in enterprise priorities to diagnose organizational needs, shape solutions, and guide execution. The role leads work across organization strategy and design, workforce strategy and planning, work design, enterprise change, leadership and team effectiveness, and organizational health. By considering organizational, workforce, talent, and change implications early, this role enables stronger alignment, faster transformation, greater workforce readiness, and sustainable performance. As a member of the Talent and Culture leadership community, the Director partners with senior Talent and Culture leadership to prioritize the enterprise Organizational Effectiveness agenda. The Director leads demand management, resource deployment, standards, and execution within the agreed priorities while working closely with HR Business Partners, Talent Partners, business leaders, and enterprise stakeholders.

DUTIES & RESPONSIBILITIES

• Organization Strategy and Design

  Translate business strategy into organizational structures, operating models, governance, decision rights, and clear accountabilities. Lead organization and work‑design efforts that improve alignment, agility, coordination, and performance while addressing the implications of growth, restructuring, transformation, and technology.

• Workforce Planning and Future Readiness

  Translate business strategy into future workforce, skill, capacity, and capability needs. Use analytics and scenario planning to identify emerging risks and guide work redesign in response to changing business needs, artificial intelligence, automation, and other evolving technologies.

• Change and Transformation

  Develop change strategies that strengthen readiness, alignment, adoption, reinforcement, and business value realization. Coordinate change across transformation initiatives by identifying dependencies, cumulative impacts, workforce implications, and capacity risks.

• Leadership and Team Effectiveness

  Strengthen leadership alignment, team performance, decision quality, accountability, and execution. Support leaders and teams through transitions and change using targeted interventions that improve collaboration and performance.

• Enterprise Consulting

  Diagnose complex organizational challenges using business data, workforce analytics, organizational insights, and stakeholder perspectives. Recommend practical solutions and influence senior leaders through strategic insight, constructive challenge, facilitation, and consulting expertise.

• Governance and Operating Model Leadership

  Partner with senior Talent and Culture leadership to prioritize Organizational Effectiveness demand based on business need, value, risk, dependencies, and capacity. Lead portfolio sequencing and resource deployment within agreed priorities while establishing consistent methods, tools, and delivery standards.

• Strategic HR Partnering

  Partner with HR Business Partners, Talent Partners, Strategy, Finance, Technology, and transformation leaders to deliver integrated and executable organizational and workforce solutions. Clarify roles and engagement expectations while ensuring Organizational Effectiveness is involved early in strategic priorities.

• Measurement and Business Impact

  Define measures of organizational health, workforce readiness, leadership alignment, adoption, and business performance. Establish clear outcomes and use evidence and feedback to evaluate impact and improve solutions.

• Team Leadership and Capability Building

  Lead and develop Organizational Effectiveness professionals to operate as enterprise consultants and strategic advisors. Build scalable methods, tools, and capabilities that strengthen Organizational Effectiveness across HR and business leaders.

QUALIFICATIONS & SKILLS

• Required: Bachelor’s degree in organizational development, human resources, business administration, industrial‑organizational psychology, behavioral science, or a related field, or an equivalent combination of education and relevant experience. Master’s degree in a relevant field preferred. 10+ years of progressive experience in organizational effectiveness, organization design, transformation, workforce strategy and planning, consulting (internal or external), change leadership, and HR strategy. 5+ years of leadership experience, including at least two years of direct people‑management experience. Experience applying change management methodologies, such as Prosci ADKAR or Kotter’s 8-Step Process; relevant certification preferred. Experience applying organization design methodologies, such as Galbraith’s Star Model or the McKinsey 7S Framework; Deep expertise in organizational effectiveness, organization design, workforce strategy and planning, work design, and change leadership. Demonstrated experience leading complex, enterprise‑wide organizational and transformation initiatives. Strong consulting, facilitation, and executive-influence skills, including the ability to drive alignment without direct authority. Ability to translate business strategy into practical organizational and workforce solutions. Strong business and financial acumen and an understanding of how organizational and workforce decisions affect enterprise performance. Demonstrated ability to assess the organizational, workforce, leadership, and change implications of artificial intelligence, automation, and emerging technologies. Strong analytical capability using workforce data, organizational insights, scenarios, and business metrics to guide decisions. Experience establishing governance, methodologies, tools, operating frameworks, and enterprise standards. Experience managing demand, deploying resources, sequencing a portfolio, and navigating competing priorities. Sound enterprise judgment and the ability to balance strategic thinking with pragmatic execution. Track‑record of building high‑performing teams and developing Organizational Effectiveness capability at scale. Experience advising senior leaders and influencing enterprise decisions without direct authority.
• Preferred: Relevant Organisational Design methodologies certification preferred. Relevant Org Design methodologies certification preferred.

Pay Transparency

Thrivent’s long‑term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full‑time role is $161,436.00 - $218,415.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.

Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits. The following benefits may be offered:

Benefits

• various bonuses (including, for example, annual or long‑term incentives)
• medical, dental, and vision insurance
• health savings account
• flexible spending account
• 401k
• pension
• life and accidental death and dismemberment insurance
• disability insurance
• supplemental protection insurance
• 20 days of Paid Time Off each year
• Sick and Safe Time
• 10 paid company holidays
• Volunteer Time Off
• paid parental leave
• EAP
• well‑being benefits
• and other employee benefits

Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent’s plans/policies are subject to change at any time at Thrivent’s discretion.

Equal Employment Opportunity

Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.

Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to [e-mail] or call 800-847-4836 and request Human Resources.

At Thrivent, we believe money is a tool, not a goal. Driven by a higher purpose at our core, we are committed to providing financial advice, investments, insurance, banking and generosity programs to help people make the most of all they’ve been given. At our heart, we are a membership‑owned fraternal organization, as well as a holistic financial services organization, dedicated to serving the unique needs of our customers. We focus on their goals and priorities, guiding them toward financial choices that will help them live the life they want today—and tomorrow. For over 100 years, Thrivent has been helping people build their financial futures and live more generous lives. Today, it’s a Fortune 500 company that offers a full range of expert financial solutions, serving more than 2 million customers, as well as the communities in which they live and work. Thrivent fosters a diverse workforce to serve our diverse clientele, reflecting a wide range of backgrounds and experiences. If you’re intrigued about our work and the possibility of becoming part of it, we invite you to visit Thrivent.com to learn more. You won’t just build a career; you’ll be part of an organization focused on growing, innovating, and serving.