Director of Organizational Effectiveness & Talent Development

• Scandit is looking for a Director, Organizational Effectiveness (OE) to strengthen how we operate and grow globally
• This is a senior individual contributor role with outsized influence, focused on building the systems, leadership practices, and operating rhythms that help teams execute with clarity and consistency
• Your top priorities will be to implement Scandit’s new Performance & Development process and to embed a scalable Talent and Succession Planning approach that improves leadership capability, decision-making, and organizational health
• You’ll partner closely with the Executive Team, senior leaders, and People Business Partners to diagnose friction, design pragmatic solutions, and ensure changes stick through strong change management and measurable outcomes
• This role blends strategy + hands-on delivery: you will set the OE roadmap, lead cross-functional programs end-to-end, and ensure we measure impact, not activity
• 1) Performance & development process
• Lead the end-to-end implementation of the performance & development process globally (design finalization, rollout planning, communications, enablement, adoption)
• Translate the process into leader-ready tools and behaviors: goal setting, feedback, evaluation, calibration, growth conversations, recognition, and performance improvement support
• Build the operating cadence around the process (planning timelines, business review integration, stakeholder decision points)
• Track adoption and effectiveness (e.g., completion, quality signals, sentiment, manager capability indicators) and iterate based on data and feedback
• 2) Talent and succession planning
• Implement a scalable Talent Planning and Succession Planning approach that supports future capability needs and reduces key-role risk
• Partner with senior leaders and PBPs to run talent reviews and succession discussions that produce actionable outputs (moves, development plans, backfills, risk mitigation)
• Define and align on pragmatic standards (e.g., talent definitions, potential/readiness language, key role criteria) and ensure consistent application across functions/geographies
• Convert insights into build / buy / borrow actions and targeted development investments
• 3) Talent Development
• Set the talent development strategy: Define and drive the company-wide approach to learning, leadership development, and career growth—aligned to business priorities and culture
• Build scalable programs: Design and run impactful programs (manager enablement, leadership development, career frameworks, internal mobility) with clear outcomes and adoption
• Use data to target impact: Diagnose capability gaps using engagement results, attrition trends, performance data, and needs assessments; track effectiveness via KPIs (participation, sentiment, retention, promotion/readiness)
• Enable leaders and influence stakeholders: Coach managers, facilitate workshops, and align cross-functionally to secure buy‑in, resources, and sustained behavior change
• 4) Stakeholder leadership & change management
• Influence and align senior stakeholders across functions and geographies without direct authority
• Lead cross-functional programs end-to-end: framing, business case, design, rollout, enablement, measurement
• Ensure adoption through practical enablement (training, toolkits, manager coaching moments) and crisp communications

Benefits

• Additional day off on your birthday
• Hybrid working
• Health insurance & pension
• Equity plan

Proven track record designing and delivering org-wide programs (operating model, org design, leadership effectiveness, performance systems, transformation)Experience in a high-growth, fast-changing environment (tech/SaaS a plus)Data-fluent: can use people and business data to make decisions and tell a clear storyExcellent facilitation skills: can drive alignment in complex, sometimes messy stakeholder environments10+ years in Organizational Effectiveness, People Strategy, Talent Development, HR leadership, People Partnering, Management Consulting (Org/People), or similarAbility to craft clear narratives that drive action (not just “nice decks”)Strong executive presence: able to challenge and support senior leaders with credibility, pragmatism, and backboneComfortable operating globally, ideally with experience across Europe, APAC, and the USExceptional written and verbal communication in fluent English (additional languages a plus)Experience in HR business partnering, working closely with leaders and client groups to drive performance, talent development and to implement organizational changesHighly organized program leader who can manage multiple workstreams without turning everything into a spreadsheet museumStrong problem diagnosis skills: you can find root causes, not just symptomsAbility to coach and guide junior team members, supporting their development through project collaborationStrong project management skills with the ability to anticipate competing deadlines, navigate through ambiguous requirements and find solutions

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