Organization Effectiveness & Design Lead

WD is building the infrastructure behind the AI-driven data economy. As AI scales, so does data. Every interaction, every model, every system generates data that must be stored, managed, and made accessible over time. That’s where we come in. We combine deep engineering expertise with global-scale manufacturing to deliver the storage systems that make AI possible, powering hyperscale data centers, cloud platforms, and enterprise infrastructure worldwide. This isn’t theoretical work. It’s real systems, at real scale, people solving some of the hardest challenges in technology today. We’re looking for people who want to build, solve, and operate at that level. Join us and let’s shape the future of data. The Organization Development team at WD owns the enterprise-wide frameworks that shape how the company is structured, how work gets done, and how the workforce evolves alongside the business. As an Organization Architect Lead, you will be the hands-on practitioner who takes those frameworks and makes them operational — translating org design principles and workforce planning methodology into tools, processes, and standards that HR business partners and people leaders can actually use. This is a high-visibility individual contributor role sitting directly below the Director of Organizational Development, and you'll carry real ownership over the work that helps WD navigate AI-driven workforce transformation at scale.  Essential Duties and Responsibilities  Workforce Planning  Develop and maintain enterprise workforce planning models that identify current and future talent gaps, capability needs, and structural risks across critical functions  Partner with HR business partners and finance to align headcount plans with business strategy, growth projections, and organizational priorities  Build reporting and tracking mechanisms that give senior leaders and HRBPs clear visibility into workforce composition, readiness, and risk  Organization Design  Support the design and execution of org design engagements — restructuring teams, clarifying accountabilities, and optimizing spans of control in partnership with senior HRBPs and business leaders  Develop and maintain standardized org design tools, templates, and decision frameworks that enable consistent, data-driven structural decisions across WD  Analyze organizational health indicators — including span of control, role clarity, and team structure — and translate findings into actionable recommendations  AI Transformation  Operationalize standard practices for AI adoption within the OD function — including assessment frameworks, playbooks, and implementation guides that teams can apply consistently  Partner with HR leadership to assess workforce implications of AI-driven changes, including role evolution, capability gaps, and structural adjustments needed to support adoption  Document and codify AI-related org design learnings so that best practices scale across the enterprise rather than living in individual engagements  Capability Building & Advisory  Facilitate training and coaching sessions that build org design and workforce planning capability in HR business partners and people leaders  Advise on high-priority organizational effectiveness challenges, bringing structured diagnosis and practical recommendations rather than abstract frameworks  Coordinate with Workforce Analytics to ensure workforce data informs design decisions and planning models  Required Qualifications  Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or a related field  5+ years of progressive experience in organizational design, workforce planning, or organizational development in a complex, matrixed environment  Demonstrated hands-on experience leading or executing org design projects — including spans of control analysis, role clarification, and team restructuring  Proven ability to build and operationalize frameworks, tools, and playbooks that others can apply consistently — not just advise on them  Strong analytical skills applied to workforce data: ability to interpret headcount, attrition, and capability data and translate it into structured recommendations  Preferred Qualifications  MBA or PhD in Organizational Psychology, Industrial-Organizational Psychology, Business, or a related field  Experience operationalizing AI tools or AI-driven change within an HR or OD function  Experience in strategic management consulting role  Familiarity with Organization Design methodologies/frameworks such as Galbraith Star Model, Data driven design tools (e.g. OrgVue), McKinsey 7SFramework or other consulting frameworks  Familiarity with workforce planning methodologies such as supply/demand modeling, scenario planning, or skills-based workforce design  Familiarity with change management methodologies/frameworks such as Prosci, ADKAR, Kotter, or agile change management  Experience working in the technology or semiconductor industry WD is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed