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We are looking for a dynamic Director, Organization Design and Effectiveness  to join our Global Talent team. This role will support the Global Finance Transformation priorities by helping leaders translate strategy into practical organization solutions, including effective operating models, organization structures, decision rights, and implementation plans. The role will also focus on improving organizational effectiveness, enabling transformation, and designing solutions that help teams operate with greater clarity, accountability, and impact. 

At McDonald’s, aligning our workforce across a large, global, and evolving business requires more than structure alone. It requires clear strategy translation, effective ways of working, strong leadership alignment, disciplined problem solving, thoughtful change planning, and organizational solutions that can be adopted and sustained. The Director, Organization Design will help leaders diagnose organizational challenges, shape future-state operating models, clarify roles and decision rights, and support the implementation of changes that enable business priorities. 

This role will lead a portfolio of organization effectiveness engagements across corporate functions. While organization design is a core capability, the role is broader than design alone. The Director will bring experience in change, strategy, transformation, consulting, and problem solving to help leaders improve organizational performance, navigate complexity, and build the capabilities needed for long-term success. 

The role will partner closely with senior leaders, People Partners, Talent, Total Rewards, Change Management, Communications, Workforce Management, and other cross-functional partners to deliver integrated solutions. This position will report to a Senior Director and may include oversight, coaching, and development of one or more direct reports or project team members. 

• Lead organization effectiveness engagements that translate business strategy into clear operating models, structures, roles, governance, decision rights, and ways of working.
• Partner with senior leaders and People Partners to assess organizational performance, identify barriers to effectiveness, and recommend practical solutions that enable business outcomes.
• Diagnose complex organizational challenges using stakeholder input, workforce data, business context, process understanding, and change readiness insights.
• Lead organization design and operating model work where structural change is needed, including work grouping, spans and layers, role clarity, interfaces, forums, accountabilities, and implementation planning.
• Facilitate senior leadership discussions to align on organizational priorities, design principles, options, tradeoffs, decision rights, and implementation implications.
• Partner across Global People and cross-functional teams to ensure organization solutions are coordinated with change management, communications, workforce planning, talent, rewards, and transition activities.
• Develop clear, data-informed recommendations and executive-ready materials that help leaders make decisions in ambiguous or complex environments.
• Manage a portfolio of initiatives operating in parallel, balancing competing priorities, shifting business needs, and cross-functional dependencies.
• Build organization effectiveness capability by contributing tools, methods, frameworks, and repeatable practices that can be applied across corporate functions.
• Stay current on trends and leading practices in organization effectiveness, organization design, transformation, change management, workforce strategy, and operating model evolution