Director of Organizational Effectiveness and Culture

• →Serve as a trusted advisor and strategic thought partner to the CHRO and senior leadership team on matters related to organizational effectiveness, culture, employee experience, workforce equity, and talent development.
• →In partnership with the CHRO, develop and execute a multi-year organizational effectiveness and culture strategy aligned with business objectives and workforce priorities.
• →Establish governance, accountability frameworks, and success measures that strengthen employee engagement, organizational performance, and leadership effectiveness.
• →Influence executive decision-making through workforce insights, employee listening data, cultural indicators, and organizational effectiveness metrics.
• →Partner with organizational leaders and HR leadership to ensure organizational priorities support a culture of fairness, opportunity, accountability, and belonging.

• In partnership with the CHRO, develop and lead enterprise-wide employee listening strategies that ensure employee perspectives are consistently gathered, understood, and acted upon.
• Design and oversee employee listening channels, including surveys, focus groups, listening sessions, and other feedback mechanisms, while continuously assessing their effectiveness and identifying opportunities for enhancement.
• Translate employee insights into actionable organizational improvement plans and measurable outcomes that inform workforce strategies, organizational priorities, and leadership decision-making.
• Build frameworks that connect employee feedback, leadership accountability, and measurable organizational action.
• Lead enterprise-wide initiatives that enhance employee engagement, inclusion, belonging, workplace connection, and the overall employee experience.
• Develop strategies that ensure employees feel heard, respected, supported, and empowered to contribute their best work.
• Foster opportunities for collaboration, mentorship, networking, and community-building that strengthen engagement, belonging, and connection across the organization.
• Partner with leaders to create team environments where diverse perspectives are welcomed, valued, and incorporated into decision-making.

• Evaluate organizational systems, structures, processes, and talent practices to identify barriers to employee success, engagement, and advancement.
• Lead initiatives that improve organizational effectiveness, collaboration, communication, and workforce performance.
• Assess and enhance talent processes, including performance management, succession planning, leadership development, and internal mobility.
• Recommend and implement solutions that increase transparency, consistency, and fairness across talent practices.

• Partner with Director of HR & Training, HR colleagues, and organizational leaders to strengthen talent development strategies.
• Support the development of diverse leadership pipelines and succession readiness across the organization.
• Monitor talent movement, promotion patterns, retention trends, and development participation to identify opportunities for improvement.
• Help leaders create meaningful development experiences that support employee growth and long-term success.

• Develop dashboards and scorecards that measure employee engagement, organizational health, retention, advancement, development participation, and culture outcomes.
• Analyze workforce and employee experience data to identify trends, risks, and opportunities.
• Translate complex data into actionable insights and executive-level recommendations.
• Present findings and recommendations to executive leadership and key stakeholders.

• In partnership with CHRO, design and facilitate leadership development experiences that strengthen accountability for employee experience and workforce outcomes.
• Equip leaders with tools and strategies to foster belonging, employee support, and team effectiveness.
• Support leaders in navigating organizational change, workforce challenges, and organizational transformation initiatives.

• Required: Bachelor's degree (master’s degree preferred) from an accredited institution in a field relevant to organizational effectiveness, culture, leadership, organizational change, human behavior, social systems, public service, or related disciplines.
• Degree should provide a strong foundation in critical thinking, research, systems thinking, human development, organizational dynamics, equity and fairness, social responsibility, and the factors that influence individual, team, and organizational effectiveness.

• 8-12 years of progressive professional experience in related areas.
• Demonstrated ability to apply evidence-based approaches to understanding organizational challenges, workforce experiences, culture, leadership, and organizational change.
• Demonstrated success leading enterprise-wide culture organizational effectiveness initiatives.
• Experience advising executive leaders and influencing organizational strategy.
• Strong background in analytics, organizational consulting, employee engagement, and change management.
• Experience operating effectively in mission-driven organizations
• Experience as an equity, inclusion, and culture consultant highly desirable.

We have adopted a hybrid working model and currently require employees to be present in the office at least 3 days per week, with the option to work 2 days per week remotely. Applicants should be comfortable with both the remote and in office scenarios.   

Children’s Council is an equal opportunity employer that values diversity as central to our work serving the San Francisco community. We comply with all applicable state and local laws governing nondiscrimination in employment. Our practices are in alignment with our commitment to workplace equity, diversity, and inclusion. We foster a work environment where our current and future staff feel welcomed without regard to race, color, religion, gender identity, national origin, sex, age, disability or sexual orientation.