Organizational Design Director

📍 Job Overview

Job Title: Organizational Design Director

Company: BECU

Location: Remote, WA (with flexibility for TX, CA, ID, SC, OR, VA, NC, GA, AZ)

Job Type: Full time

Category: Operations Strategy & Design

Date Posted: 2026-07-28

Experience Level: 5-10 years

Remote Status: Fully Remote

🚀 Role Summary

• Drive the strategic design and evolution of BECU's organizational structures, ensuring alignment with business objectives and fostering operational efficiency.

• Lead the development and implementation of future-state operating models, clarifying roles, accountability, and decision-making frameworks.

• Serve as a trusted advisor to senior leadership on complex organizational challenges, influencing strategic decisions that enhance collaboration and performance.

• Champion data-driven insights to inform organizational design recommendations and measure the impact of structural changes on business outcomes.

• Collaborate closely with People Business Partners and other HR functions to integrate organizational design with talent strategies and overall business priorities.

📝 Enhancement Note: This role sits at the intersection of strategic operations, human resources, and business transformation, requiring a deep understanding of how organizational structure impacts overall business performance. The emphasis on "people helping people" philosophy suggests a culture that values employee experience alongside operational effectiveness.

📈 Primary Responsibilities

• Partner with business and functional leaders to define and refine organizational structures, hierarchy, and reporting relationships, optimizing for accountability and effectiveness.

• Develop detailed future-state organizational designs, including team compositions, role definitions, decision ownership, and matrixed accountability models, presenting trade-offs and expected business outcomes to senior executives.

• Analyze existing work processes, workloads, and functional interdependencies to identify opportunities for improved efficiency, productivity, and cross-team collaboration.

• Guide and execute organizational design initiatives during periods of significant change, such as reorganizations, growth initiatives, or evolving business priorities.

• Leverage organizational data and analytics to identify trends, risks, and opportunities, translating complex insights into actionable recommendations for leadership.

• Provide expert guidance and strategic counsel to business leaders on organizational design options, implementation challenges, and the broader impact of organizational decisions.

• Collaborate with People Business Partners to ensure seamless integration of organizational design with talent management, workforce planning, and broader people strategies.

• Conduct research and benchmarking on best practices in organizational design and operating models to inform BECU's strategic direction.

• Support the development and refinement of governance frameworks and decision-making processes within the new organizational structures.

• Contribute to the continuous improvement of organizational design methodologies and tools at BECU.

📝 Enhancement Note: The core responsibilities highlight a blend of strategic thinking, analytical rigor, and change leadership, typical of senior-level operations and organizational effectiveness roles. The emphasis on "future-state organizational design options" and "matrixed accountability models" points to a need for sophisticated understanding of organizational architecture.

🎓 Skills & Qualifications

Education: Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field, or equivalent work experience.

Experience: Minimum of 8 years of progressive experience in organizational design, HR consulting, workforce planning, or a closely related field.

Required Skills:

• Demonstrated expertise in organizational design principles, frameworks, and methodologies.

• Proven ability to develop and document future-state organizational structures, including team design, role definition, and accountability models.

• Strong analytical skills with the ability to interpret organizational data, identify trends, and translate insights into actionable recommendations.

• Experience in leading or significantly contributing to organizational transformation initiatives, including reorganizations and operating model changes.

• Excellent stakeholder management and influencing skills, with the ability to partner effectively with senior leaders, business unit heads, and HR Business Partners.

• Proficiency in standard business software, including Microsoft Word, Excel, and PowerPoint.

• Strong understanding of how organizational structures impact business performance, efficiency, and employee experience. Preferred Skills:

• Experience with specialized organizational design or workforce planning tools, such as OrgVue or similar platforms.

• Deep understanding of designing, implementing, and optimizing matrixed organizational structures, including governance and decision rights.

• Familiarity with the credit union or broader financial services industry.

• Experience in evaluating and designing organizational operating models to enhance scalability, efficiency, and member experience.

• Ability to connect organizational design decisions directly to strategic business goals and priorities.

• Experience working collaboratively within or closely with HR Business Partner teams.

• Understanding of change management principles and their application in organizational redesign.

📝 Enhancement Note: The "Desired Qualifications" emphasize practical application and specialized tools, suggesting that candidates with hands-on experience in complex organizational structures and specific software will have a distinct advantage. The financial services industry knowledge is a bonus, indicating BECU's operational context.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Showcase a minimum of 2-3 comprehensive case studies detailing significant organizational design projects led or significantly contributed to.

• For each case study, clearly articulate the business challenge, the proposed organizational solution, the design process followed, and the resulting improvements in efficiency, accountability, or effectiveness.

• Include examples of organizational charts, role definitions, decision rights matrices, or operating model frameworks developed as part of these projects.

• Demonstrate the ability to model and present different organizational design scenarios, highlighting the rationale and expected outcomes for each.

• Provide evidence of how data and analytics were used to inform design decisions and measure impact. Process Documentation:

• Document the methodology used for analyzing existing organizational structures and identifying areas for improvement.

• Outline the steps involved in developing and presenting future-state organizational designs to senior leadership.

• Detail the approach to implementing and managing organizational changes resulting from design initiatives.

• Include examples of how feedback mechanisms were incorporated to refine organizational designs post-implementation.

📝 Enhancement Note: For an Organizational Design Director role, the portfolio is critical. It should not just list responsibilities but demonstrate tangible impact through structured case studies that highlight strategic thinking, design execution, and quantifiable business results. The focus should be on the process of design and the impact of the changes.

💵 Compensation & Benefits

Salary Range: The target pay range for this position is $171,700.00 - $209,800.00 annually. The full pay range is $133,100.00 - $248,300.00 annually.

Benefits:

• 401(k) Company Match (up to 3%)

• 4% annual contribution to your 401(k) by BECU

• Comprehensive Medical, Dental, and Vision insurance (with family contribution options)

• Paid Time Off (PTO) Program, including an Exchange Program

• Tuition Reimbursement Program

• BECU Cares volunteer time off and donation matching

Working Hours: Standard full-time hours are expected, likely around 40 hours per week. Given the remote nature and director-level responsibility, flexibility may be offered, but the role will require significant dedication and availability for strategic initiatives and leadership engagement.

📝 Enhancement Note: The provided salary range is quite broad, indicating that BECU uses a robust compensation philosophy that considers multiple factors beyond just years of experience. The salary estimate is derived directly from the provided job description. The benefits package is comprehensive and reflects the "people helping people" ethos, with strong retirement contributions and support for employee development and community engagement.

🎯 Team & Company Context

🏢 Company Culture

Industry: Financial Services (Credit Union)

Company Size: Over $30 billion in managed assets and 1.5 million members. This indicates a large, established financial institution with significant operational complexity and a broad member base. For operations professionals, this means opportunities to work with enterprise-level systems, large datasets, and complex processes, with the potential for significant impact.

Founded: 1935. BECU has a long-standing history, suggesting stability and a deep-rooted culture.

Team Structure:

• The Organizational Design Director will likely operate within a People/HR function, possibly reporting to a VP or Chief People Officer.

• They will collaborate closely with other HR functions, including HR Business Partners, Talent Management, and Compensation & Benefits.

• The role will involve significant partnership with senior business and functional leaders across the organization.

• The team structure implies a matrixed approach to projects, with the Director influencing and guiding design efforts across various business units. Methodology:

• Data-Driven Decision Making: The role emphasizes analyzing organizational data to inform recommendations and measure impact, suggesting a culture that values evidence-based approaches.

• Strategic Partnership: Close collaboration with business leaders and People Business Partners is key, indicating a focus on aligning operations and people strategies with overarching business goals.

• Process Optimization: A core function involves reviewing and analyzing work processes to improve efficiency and collaboration, highlighting a commitment to continuous improvement.

• People-Centric Approach: The "people helping people" philosophy permeates the organization, suggesting that employee experience and well-being are integral to operational effectiveness.

Company Website: becu.org

📝 Enhancement Note: BECU's identity as a credit union with a "people helping people" philosophy is a critical differentiator. This implies a culture that prioritizes member and employee well-being, community impact, and ethical practices over profit maximization. For an operations role, this means understanding how to balance efficiency with human-centric considerations and ensuring that organizational designs support these values.

📈 Career & Growth Analysis

Operations Career Level: Director level, indicating a senior leadership role with significant strategic responsibility and influence over organizational architecture. This role is crucial for shaping the company's operational future and requires a high degree of autonomy and decision-making authority.

Reporting Structure: The Director will likely report to a senior executive within the People or HR function (e.g., VP of HR, Chief People Officer), indicating high visibility and direct access to executive leadership. This provides opportunities to influence enterprise-level strategy.

Operations Impact: The role directly impacts how BECU operates by designing structures that enhance efficiency, clarify accountability, and enable better collaboration. This has a cascading effect on employee productivity, member service, and ultimately, the organization's ability to achieve its strategic objectives and fulfill its mission. The ability to translate organizational design into tangible business outcomes is paramount.

Growth Opportunities:

• Strategic Leadership Development: Direct engagement with senior executives provides exposure to high-level strategic challenges and decision-making processes, fostering leadership growth.

• Specialization in Organizational Design: Opportunity to deepen expertise in advanced organizational design methodologies, operating models, and workforce planning, potentially leading to broader consulting or executive roles.

• Cross-Functional Influence: Building strong relationships across various business units and HR functions can open doors to future leadership opportunities in broader operational or strategic roles.

• Change Leadership Experience: Leading significant organizational transformations offers invaluable experience in managing complex change, which is highly transferable and sought after.

• Industry Expertise: Developing a deep understanding of the credit union/financial services industry from an organizational perspective can lead to specialized leadership roles within the sector.

📝 Enhancement Note: This Director-level role is a significant step in an operations or HR career, offering a blend of strategic impact and leadership development. The growth path is likely towards executive leadership in HR, operations, or organizational strategy, emphasizing the importance of demonstrating strategic influence and driving measurable results.

🌐 Work Environment

Office Type: Fully Remote. This indicates a modern, flexible work environment that prioritizes outcomes over physical presence. It offers significant autonomy and the ability to work from a location that suits the employee, provided it aligns with the specified remote states.

Office Location(s): While the primary job location is listed as Remote, WA, the company also permits remote work from TX, CA, ID, SC, OR, VA, NC, GA, AZ. This broadens the talent pool and offers flexibility to candidates residing in these states.

Workspace Context:

• Autonomy and Self-Management: As a remote role, strong self-discipline, time management, and proactive communication are essential for success.

• Digital Collaboration: The work environment will heavily rely on digital collaboration tools (e.g., video conferencing, instant messaging, shared document platforms) for team interactions, leadership meetings, and project collaboration.

• Strategic Focus: The nature of the role suggests substantial time will be dedicated to strategic thinking, analysis, and proposal development, often requiring focused, uninterrupted work.

• Cross-Functional Interaction: While remote, the role demands extensive virtual interaction with leaders and teams across the organization, requiring effective virtual communication and relationship-building skills.

Work Schedule: While typically 40 hours per week, the remote and director-level nature of the role may necessitate flexibility. This could involve occasional evening calls to accommodate different time zones or extended hours during critical project phases. The emphasis will be on achieving objectives and meeting deadlines, with an expectation of responsiveness.

📝 Enhancement Note: The fully remote nature of this position requires candidates to be highly self-motivated and proficient in virtual collaboration. The ability to manage one's own schedule and communicate effectively without direct physical oversight will be key to thriving in this environment.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: HR or a recruiter will likely conduct an initial screen to assess basic qualifications, role fit, and interest.

• Hiring Manager Interview: A deeper dive into experience, skills, and understanding of organizational design principles. Expect behavioral questions focused on past projects and leadership approach.

• Case Study Presentation: A critical stage where candidates will present a pre-assigned or self-selected organizational design project from their portfolio. This will assess their analytical skills, strategic thinking, communication abilities, and ability to articulate impact.

• Panel Interviews: Meetings with key stakeholders, including senior leaders, People Business Partners, and potentially peers from related functions. These interviews will gauge cultural fit, collaboration style, and ability to influence.

• Final Executive Interview: Potentially with a C-suite executive to discuss overall strategic alignment and leadership potential.

Portfolio Review Tips:

• Structure Your Case Studies: For each project, clearly define the problem, your role, the solution/design, the process followed, the challenges encountered, and the quantifiable results achieved (e.g., efficiency gains, cost savings, improved engagement scores, faster decision cycles).

• Highlight Your Process: Emphasize the systematic approach you took, from data gathering and analysis to design development, stakeholder engagement, and implementation support.

• Showcase Tools and Methodologies: If you used specific organizational design tools (like OrgVue) or frameworks, be prepared to discuss them and how they aided your work.

• Focus on Impact: Quantify your achievements wherever possible. If exact numbers are confidential, use percentages or describe the qualitative improvements clearly.

• Tailor to BECU: Research BECU's mission, values, and recent strategic initiatives. Frame your portfolio examples to demonstrate how your skills align with their specific needs and culture.

Challenge Preparation:

• Anticipate Organizational Design Scenarios: Be prepared to discuss how you would approach common organizational design challenges, such as restructuring a department, integrating acquired teams, or designing for agility.

• Data Interpretation: Practice articulating how you would use data (e.g., workforce analytics, engagement surveys, process metrics) to diagnose organizational issues and support design recommendations.

• Stakeholder Management: Prepare examples of how you have successfully navigated complex stakeholder dynamics, managed conflicting priorities, and built consensus for organizational changes.

• Operating Model Discussion: Be ready to discuss different types of operating models and how to design one that fits a specific business strategy and context.

📝 Enhancement Note: The emphasis on a portfolio and case study presentation is paramount. Candidates should prepare meticulously, focusing on demonstrating their strategic thinking, analytical capabilities, and proven ability to drive positive organizational change through well-documented projects. The interview process is designed to assess both technical expertise and leadership potential.

🛠 Tools & Technology Stack

Primary Tools:

• Organizational Design & Workforce Planning Software: Experience with tools like OrgVue or similar platforms for modeling organizational structures, analyzing workforce data, and scenario planning is highly preferred.

• Project Management Software: Proficiency in tools such as Asana, Jira, Trello, or Microsoft Project for managing complex design initiatives and tracking progress.

• Collaboration Suites: Extensive use of Microsoft Office Suite (Word, Excel, PowerPoint) for documentation, analysis, and presentations is a baseline requirement.

Analytics & Reporting:

• Data Analysis Tools: Familiarity with Excel for advanced data analysis, and potentially experience with BI tools like Tableau, Power BI, or similar for creating dashboards and visualizing organizational data.

• HRIS/HCM Systems: Understanding of how data from systems like Workday (which BECU uses) can be leveraged for organizational design and workforce planning.

CRM & Automation:

• While not directly CRM-focused, understanding how organizational structures impact sales or member service processes that might be managed in CRM systems (like Salesforce, though not specified for BECU) is beneficial.

• Knowledge of workflow automation principles could be helpful when designing more efficient operational processes within new structures.

📝 Enhancement Note: The explicit mention of "OrgVue or similar" in the desired qualifications strongly suggests this is a key tool for the role. Candidates with direct experience will have a significant advantage. Beyond specialized tools, strong analytical capabilities with common business software are essential for data manipulation, presentation, and documentation.

👥 Team Culture & Values

Operations Values:

• People Helping People: This core philosophy extends beyond member service to internal operations, emphasizing empathy, support, and collaboration among employees. Organizational designs should facilitate this ethos.

• Data-Driven: A commitment to using data and analytics to inform decisions and measure outcomes, ensuring that organizational changes are strategic and impactful.

• Efficiency and Effectiveness: A drive to optimize processes, clarify accountability, and eliminate duplication to ensure the organization operates smoothly and achieves its goals.

• Continuous Improvement: A culture that encourages innovation, learning, and adaptation, where processes and structures are regularly reviewed and refined.

• Belonging: BECU actively fosters a sense of belonging, suggesting that organizational designs should promote inclusivity and equitable opportunities for all employees.

Collaboration Style:

• Partnership-Oriented: The role requires close collaboration with business leaders and HR Business Partners, indicating a culture that values shared ownership and cross-functional teamwork.

• Advisory and Influential: The Director acts as a trusted advisor, needing to build strong relationships, communicate effectively, and influence stakeholder decisions through expertise and data.

• Transparent Communication: Given the importance of organizational change, open and clear communication about design rationale, trade-offs, and expected impacts is crucial.

• Problem-Solving Focused: The team likely engages in complex problem-solving, with an emphasis on finding practical, sustainable solutions that align with BECU's values and strategic objectives.

📝 Enhancement Note: The "people helping people" and "belonging" values are central to BECU's culture. For an organizational design role, this means ensuring that proposed structures not only drive efficiency but also enhance employee experience, foster inclusion, and support a collaborative work environment.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Efficiency and Employee Experience: Designing organizational structures that drive operational efficiency while also supporting a positive and inclusive employee experience, aligning with BECU's core values.

• Navigating Complex Stakeholder Landscapes: Influencing and gaining buy-in from diverse senior leaders with potentially competing priorities and perspectives on organizational structure.

• Driving Change in a Large Organization: Implementing significant organizational changes within a large, established credit union requires robust change management strategies and consistent communication.

• Data Interpretation and Application: Effectively translating complex organizational data into clear, actionable insights that leadership can readily understand and act upon.

• Adapting to Evolving Business Needs: Ensuring organizational designs are agile enough to adapt to future business shifts, technological advancements, and market dynamics.

Learning & Development Opportunities:

• Advanced Organizational Design Techniques: Opportunity to deepen expertise in cutting-edge organizational design methodologies, operating models, and workforce planning strategies.

• Executive Leadership Exposure: Direct engagement with senior leadership provides invaluable insights into enterprise strategy, executive decision-making, and leadership development.

• Industry-Specific Insights: Gaining a deeper understanding of the unique organizational challenges and best practices within the credit union and financial services sector.

• Change Leadership Mastery: Leading major organizational transformations will build extensive experience in managing complex change initiatives, a highly valuable skill.

• Strategic Influence Development: Refining skills in stakeholder management, communication, and executive presence to effectively influence organizational direction.

📝 Enhancement Note: This role presents significant challenges related to change management and stakeholder influence, alongside substantial opportunities for professional growth in strategic leadership and advanced organizational design.

💡 Interview Preparation

Strategy Questions:

• "Describe a time you designed a new organizational structure. What was the business problem, your approach, the key design elements, and the measurable impact?" (Focus on demonstrating process, data use, and results.)

• "How would you approach designing a matrixed organization for a specific functional area at BECU? What are the critical success factors and potential pitfalls?" (Assess understanding of complex structures and risk mitigation.)

• "Imagine a scenario where two senior leaders have conflicting views on the optimal organizational structure for their departments. How would you facilitate a resolution and arrive at a design decision?" (Evaluate stakeholder management and conflict resolution skills.)

• "What are the key considerations when designing an operating model for a financial services organization undergoing digital transformation?" (Test understanding of industry context and strategic alignment.) Company & Culture Questions:

• "BECU's philosophy is 'people helping people.' How would you ensure your organizational design recommendations uphold this value while also driving efficiency?" (Assess alignment with company culture and values.)

• "How do you approach building trust and influence with senior executives when proposing significant organizational changes?" (Explore relationship-building and communication strategies.)

• "Describe your experience collaborating with HR Business Partners. How do you ensure organizational design is integrated with talent strategy?" (Gauge cross-functional collaboration effectiveness.) Portfolio Presentation Strategy:

• Tell a Story: Structure your portfolio presentation around compelling narratives for each case study, clearly outlining the journey from problem identification to solution implementation and impact.

• Visualize Your Work: Use clear, professional visuals (e.g., simplified org charts, process flows, key metric dashboards) to illustrate your designs and results. Avoid overly complex or confidential details.

• Quantify Impact: Be prepared to discuss the metrics that demonstrate the success of your organizational designs. If exact figures are sensitive, use ratios, percentages, or qualitative descriptions of improvement.

• Focus on Your Role: Clearly articulate your specific contributions and decision-making authority within each project.

• Engage Your Audience: Practice delivering your presentation confidently, making eye contact (virtually), and inviting questions. Be ready to elaborate on any aspect of your work.

📝 Enhancement Note: The interview process will heavily emphasize the candidate's ability to translate strategic thinking into practical, data-supported organizational designs and articulate their impact through concrete examples. A well-prepared portfolio presentation is likely a deciding factor.

📌 Application Steps

To apply for this Organizational Design Director position:

• Submit your application through the BECU Workday careers portal.

• Customize Your Resume: Tailor your resume to highlight experience in organizational design, workforce planning, change management, and strategic leadership, using keywords from the job description (e.g., "organizational effectiveness," "operating models," "matrixed organizations," "stakeholder management").

• Prepare Your Portfolio: Select 2-3 of your most impactful organizational design projects. For each, prepare a concise summary that details the business challenge, your role, the solution, the process, and the quantifiable results. Be ready to present these during the interview process.

• Research BECU: Thoroughly understand BECU's mission, "people helping people" philosophy, values, and recent business initiatives. Frame your responses and portfolio examples to demonstrate alignment with their culture and strategic direction.

• Practice Interview Responses: Prepare for behavioral and situational questions, particularly those related to organizational design challenges, stakeholder influence, and change leadership. Rehearse your portfolio presentation to ensure clarity and conciseness.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.

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