OD Director, Global OD & Culture

Last updated 2 days ago
Location:Redmond, Washington
Job Type:Full Time

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission.

The OD Director is an important leadership position in Microsoft’s central Organization Design team. They will lead engagements on critical enterprise-wide and cross-functional initiatives that enhance operating model effectiveness. The OD Director will also lead the development of frameworks, new practices, and consultations across our four OD priorities:

  • Culture activation
  • Accelerate strategic change and transformation
  • Drive leadership system alignment and LT effectiveness
  • Refine the system to grow new strategic organization capabilities.

In addition, we have the opportunity to innovate new OD practices that help redefine modern work and enable organizational agility.


  • Organizational System Consulting - You coach others on the design of a cohesive intervention plan (e.g., system redesign, leadership development, strategic workforce planning) for a complex situation/initiative (i.e., involving technical or political complexity, or involving many interconnected or adaptive systems) across divisions, global regions, or business units.
  • Organizational Design - You lead strategically aligned organizational design efforts (e.g., information flow, governance models, goals & metrics, process reengineering, organizational restructuring, culture activation) across Microsoft.
  • Organizational Diagnosis - You guide teams in analyzing organizational data; you assist in the design and management of organizational design solutions while partnering with peers and engaging with business leaders.
  • Strategy Clarity and Alignment - You develop monitoring and analysis techniques to measure clarity and alignment of strategy, and provide insights.
  • Organizational Capability - You provide organizational capability insights to inform strategic decisions; you define long-term capabilities and advise leadership on investment needs (e.g., processes, talent, brand).


Knowledge, Skills and Abilities

  • Organizational Culture - Knowledge of the development and evolution of the organization's Corporate Culture - the series of employee beliefs, attitudes and modes of behavior that collectively define the company's character and which determine its ability to achieve optimal operational efficiencies and sustainable growth. This includes the total range of behaviors, ethics and values that are transmitted, practiced and reinforced by members of the organization, the way authority is exercised and people are rewarded, the methods of communication used and the degree of formality expected.
  • Change Leadership Facilitation - The ability to lead others in implementing change. This includes knowledge of corporate processes, organizational structures, and operations necessary to influence change. This also includes the ability to collaborate with management to ensure people, financial, and informational resources are aligned; ensure decisions are made quickly; develop a 'when, what, how, and who' communication plan; monitor progress of initiatives; and capture lessons learned.
  • Organizational Analysis - The ability to review quantitative or conceptual problems and situations, and draw valid conclusions from data presented for the purpose of business needs. This includes the ability to identify significant trends, relationships, and themes relevant to the organization.
  • Organizational Design - Knowledge of the principles and practices of organizational design and the ability to create, implement, and evaluate organization redesign interventions and efforts.
  • Leadership Team Effectiveness - Knowledge of Leadership Team Effectiveness, the creation of action plans and interventions to improve alignment and effectiveness of leadership team members.
  • Strategy - The ability to successfully prepare long-range plans for diverse, multi-functional areas, contribute to corporate, business unit and operational strategies in a measurable and valuable way.
  • Organizational Psychology - Knowledge of Organizational Psychology, the branch of psychology that applies psychological theories and principles to organizations focusing on increasing workplace productivity and related issues such as the physical and mental well being of employees.

Required/Minimum Qualifications

  • 9+ years of Organization Development, HR, Business or related experience OR 7+ years of Organization Development, HR, Business, or related experience with Bachelor's degree in Human Resources, Business or related field

Additional or Preferred Qualifications

  • 9+ years of experience in Consulting, Program Design, Organizational Design, Strategic Planning/Execution, and/or Change Management
  • Master's degree or higher in Organizational Development, I/O Psychology, Business or related field
  • 5+ years of formal or informal leadership experience
  • Ability to structure complex problems, articulate business pain points, and think creatively and critically of systemic solutions
  • Experience with applied organizational research, integrating theory and practice, and communicating insights to corporate and academic audiences is preferred