Sr. Manager, Organizational Effectiveness & Strategy

Sr. Manager, Organizational Effectiveness & Strategy Full-time | Negotiable | Built on flavor. Fueled by people. About the Role Kinder’s is growing quickly. As our strategy evolves, our organization must too. The Senior Manager partners with senior leadership to design and strengthen how Kinder’s operates; clarifying structure, strengthening decision‑making, embedding leadership systems, and reducing organizational friction. The Senior Manager will apply and advance the DARE (Design, Align, Run, Evolve) methodology to ensure that our operating model, leadership system LEAD (Listen, Engage, Adapt, Delegate) and ways of working scale intentionally, not reactively. This is a high impact builder role for someone who sees the organization as a system, not a set of silos, and who can translate strategy into structure, clarity, and execution. Key Responsibilities Partner with the Senior Leadership Team as strategy evolves to design scalable organizational structures (functions, business units, spans, layers, governance models). Clarify roles, responsibilities, and interfaces across teams to reduce duplication and friction. Lead end‑to‑end org design efforts: diagnosis → design options → executive alignment → activation. Balance tradeoffs between speed, control, cost, and capability as the business grows. Evaluate and optimize spans and layers to balance speed, cost, control, and capability as the business grows. Anticipate structural implications of growth initiatives (new channels, new categories, geographic expansion). Define and implement clear decision‑making frameworks (ownership, forums, escalation paths). Reduce bottlenecks and unnecessary approvals across functions. Ensure leaders understand where decisions get made and who owns outcomes. Establish operating rhythms that improve prioritization, accountability, and execution predictability. Ensure operating model clarity scales with complexity. Partner closely with the CPO and Sr. Director to evolve LEAD into a true enterprise operating system. Translate leadership principles into observable behaviors, expectations, and operating practices. Design leadership experiences rooted in “learning in the work” — not classroom‑only models. Embed leadership development into business cadence, goal setting, and execution rhythms. Ensure alignment between leadership expectations and structural design choices. Diagnose organizational health using qualitative and quantitative inputs (span/layers analysis, decision latency, workflow mapping). Identify root causes of misalignment, role confusion, or performance drag. Design and lead change efforts tied to growth, strategy shifts, or operating model adjustments. Support leaders through complex transitions with clarity, structure, and credibility. Establish feedback loops to continuously evolve the operating system. What Success Will Look Like Reduced leadership confusion as headcount and complexity grow. Faster, clearer decision‑making across functions. Clearer role boundaries and fewer cross‑functional friction points. LEAD embedded into how leaders operate day‑to‑day. Senior leaders spending less time resolving organizational friction and more time on strategy. The role is viewed as a business enabler; not an HR‑driven initiative. Skills & Experience 8+ years in organizational effectiveness, org design, strategy/ops, consulting, or HR enablement roles. Demonstrated experience applying structured methodologies (DARE or similar frameworks such as operating model design, RAPID, Lean, systems thinking). Strong facilitation skills with executives and cross‑functional leaders. Proven ability to drive change adoption; not just creating frameworks. Systems thinker who simplifies complexity into practical tools. Proven experience leading enterprise‑wide org design initiatives. Experience in high‑growth, scaling environments. Pay Transparency The expected starting salary range for this role is $145,000 – $170,000 per year. Variations may occur based on location. Seasoned For Success No two days here are the same. We try to be good team members and communicators, but don’t live by hierarchy and structure – everyone is a difference maker. We make decisions in the face of incomplete information, embracing ambiguity and taking smart risk. We believe in growing our skills and becoming a better company with more managerial expertise; we are entrepreneurial at heart. We want to do exceptional things and are willing to work hard. Benefits We offer a range of total rewards that may include paid time off, 401(k), bonus or incentive eligibility, equity grants, competitive health benefits, and other family‑friendly benefits, including parental leave. Benefits vary based on eligibility. Our Recipe For Balance Most of our work happens in the office to spark creativity, but we also offer flexibility for team members to work outside the office when needed to support their work‑life balance and personal commitments. Equal Opportunity Employer Kinder’s is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, genetic testing, veteran status or other legally protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need accommodation during the application process or to perform these requirements, please contact us at View email address on click.appcast.io. #J-18808-Ljbffr SupportFinity™