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The Estée Lauder Companies attracts the most outstanding people from diverse industries and nurtures their talents. Whether they work in one of our stores, on a production line, at our corporate headquarters in New York City or in one of our affiliates worldwide, our employees take pride in their contributions to our success.

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The Estee Lauder Companies Director, Organization Effectiveness (OE), OE COE in New York

Director, Organization Effectiveness (OE), OE COE

Brand: Estée Lauder Companies



From a position of strength, The Estée Lauder Companies, the leader in prestige beauty products, continues to transform, evolve and change while running the business. Our company’s long-term success is rooted in our ability to anticipate and outpace the increasing rate of change in the world and across our industry. We continue to embrace change agility in our operating model, redesign organizations and processes to enable ongoing change, speed and connectivity across the enterprise and enable leaders to anticipate, design and execute change and reinforce new skills, behaviors and mindsets.

The Organization Effectiveness Center of Excellence (OE COE), in partnership with HR Business Partners, COEs, Fast-to-Action (our HR internal consulting team), shared services and the Global Transformation Team, works with business leaders, people managers and teams across brands regions, functions and channels to enable enterprise-wide transformation by building and strengthening organization effectiveness capabilities (change management, organization design / process, team effectiveness) to foster a more agile, effective organization and workforce. The Director, Organization Effectiveness in the OE COE takes on a leadership role in: 1) identifying, building, refining and deploying Organization Effectiveness capabilities across the company; 2) building and scaling our community of OE leaders and practitioners to foster new ways of working, enhance cross collaboration / solutioning, and share best practices / insights; and 3) serving as a trusted advisor to HR and business leaders, providing thought leadership, sharing innovative new models and practices to drive new ways of working.

The Director, Organizational Effectiveness possess deep experience leading the planning, strategy and execution of organizational design (including process), transformational change management and team effectiveness, and can effectively translate that experience into building organization effectiveness capabilities across HR and the business to support enterprise-wide transformation. The Director will be expected to partner with leaders and teams in HR and across global, brands, regions, functions, and channels to identify OE capability building needs and opportunities, coach others, and provide thought leadership and creative ideas to help evolve both our OE function along with OE capabilities across ELC. Must be passionate about coaching / mentoring junior colleagues to build talent and capabilities within the OE COE team.

This role is suited to a dynamic and adaptable learner with the desire to drive tangible results and who can forge strong partnerships, delivering through influencing and collaborating with others. The Director must be both customer, business, process and people focused. The Director must have demonstrated abilities in relationship and engagement management with senior leaders and possess strong executive presence. S/he should be comfortable applying new methodologies to organization design / process, change management and team effectiveness, including team models, to achieve breakthrough results.


Build OE Capabilities and Scale the OE Community to Support Enterprise-wide Transformation (60% of time)

  • Leads the enablement of transformational change in collaboration with key leaders and partners in HR and the business (brands regions, functions and channels) by building and strengthening organization effectiveness capabilities (change management, organization design / process, team effectiveness) across the company

  • Lead the ongoing identification, development and deployment of OE strategies, methodologies, frameworks, playbooks, tools, templates to support HR and the business

  • Collaborate with leaders in HR and the business to effectively deploy and execute OE capability building activities; enabled by facilitated experiential training sessions / workshops, train-the-trainer strategies, and on-demand tool support to scale OE capabilities across ELC.

  • Partner with other OE COE capability leads to deploy an integrated OE framework and supporting training, guides, tools and templates to build a broader understanding of OE across the HR function and the business

  • Build and scale the OE Community of Practice across ELC, enable cross-collaboration, solution and networking across the OE community and identify intersections with other communities of practice (i.e., Organization Design, Everyday Change, etc.)

Serve as Strategic OE Advisor / Provide Thought Leadership (20%)

  • Serve as a strategic advisor and provide thought leadership to innovative and strategic HR and business partners; share new OE models, practices and external benchmarking to help reinforce our position in prestige beauty

  • Advise key HR and business partners on OE scoping and resourcing for enterprise-wide transformational initiatives; serve in an advisory capacity / subject matter expert to ensure alignment with ELC OE frameworks and provide OE guidance on transformation initiatives

  • Provide thought leadership and creative ideas to help evolve our Organizational Effectiveness function

  • Keep updated on and share external OE innovation and trends with the OE COE team, HR and colleagues across the business

Develop Talent / Other (20%)

  • Coach and advise junior talent on the OE COE team on how to build and deploy OE capabilities

  • Manage and provide strategic guidance to external vendors and consultants

  • Proactively identify opportunities for improvement and areas of flex as OE COE initiatives and priorities shift

  • Work on special projects as needed that the OE COE takes on beyond the scope of capability building

Competencies and Behavioral Attributes

  • Strategic Thinking, Problem Solving: Ability to independently break down a problem into its component parts and develop a methodical approach to finding a solution. Think critically to challenge status quo and come up with innovative solutions.

  • Influencing without Direct Authority: Must be comfortable and effective in an influencer role where one must understand how to influence with both logic and emotion to drive effectiveness, improvement and change.

  • Communication: Strong written and verbal communication to effectively share the solution and recommendation using storytelling, slide writing, persuasion. Strong organizational, analysis, presentation, and execution skills.

  • Executive Presence: Possesses strong presence, gains respect from all levels and builds trust in a short period of time.

  • Collaborative: Must be a team player, open to feedback, and demonstrated ability to collaborate with teams to develop and adapt approaches that win in the work place and in the business.

  • Curiosity: Acts independently and takes up challenges willingly. Frame of reference is the future not the past. Always willing to learn

  • Comfortable with Ambiguity and Complexity: Responds calmly to stressful situations. Able to acclimate and adapt quickly to new cultures and colleagues. Pushes forward even when the right path forward are unclear or complex.



-Minimum Education level: Undergraduate required; Masters or related degree preferred

-Minimum Years of Experience: 10 years of Org. Design, Change Management, Org. Effectiveness Management Consulting Experience (internal or external)

-% Travel Time: 0-20%

-A combination of skills and experience with a good portion of the following is required: organization performance diagnosis, organization design (STAR model), systems thinking, process and/or design thinking, change management, responsive / agile teaming, culture and behavior change functional capability building, external research and benchmarking, job design, group dynamics, group process facilitation, communication planning, survey/assessment design, and a strong proficiency analyzing data to gain insight into business performance.

Job: Human Resources

Primary Location: Americas-US-New York

Job Type: Standard

Schedule: Full-time

Shift: 1st (Day) Shift

Job Number: 1915654

We are an equal opportunity employer. Minorities, women, veterans, and individuals with disabilities are encouraged to apply. It is Company's policy not to discriminate against any employee or applicant for employment on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, protected medical condition as defined by applicable state or local law, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances. The Company will endeavor to provide a reasonable accommodation consistent with the law to otherwise qualified employees and prospective employees with a disability and to employees and prospective employees with needs related to their religious observance or practices. Should you wish to apply for this position or any other position with the Company and you believe you require assistance to complete an application or participate in an interview, please contact