The Director of Organizational Effectiveness (OE) & Internal Communications is a hands-on builder and practitioner responsible for designing, launching, and embedding a new enterprise Organizational Effectiveness capability while leading and evolving the Internal Communications function. This is an ideal role for a consultative leader who thrives in evolving environments, is excited to build, can bring structure without bureaucracy, and excels at influencing across a network rather than relying on a large direct team.
Reporting to the SVP of People Operations & Digital Enablement, this role will personally design and deliver organizational design, change management, leadership effectiveness, and communication solutions - while simultaneously building the frameworks, tools, operating models, and team capability to sustain them at scale. While this role is strategic, it is equally important that the candidate bring a consulting approach and is comfortable in owning work delivery and outputs from concept to completion.
This is a player–coach role: you will work directly with senior leaders on complex organizational and change challenges, lead key enterprise initiatives yourself, and progressively build repeatable OE and change practices across the organization. You’ll shape how the organization is designed, how change is executed, and how information flows – ensuring clarity, alignment, and engagement as the business evolves.
This position will either be based in the Parsippany, NJ office or in a remote work setting.
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Organizational Effectiveness & Organizational Design (Hands-On Delivery)

• Personally lead and execute enterprise and function-level organizational design work, including structure, role clarity, decision rights, operating models, and governance.
• Conduct organizational assessments using diagnostics, data, interviews, and workshops; synthesize insights into clear, pragmatic recommendations leaders can act on immediately.
• Work side-by-side with business leaders to align strategy, capabilities, talent, and ways of working – moving from concept to implementation.
• Build and institutionalize core OE methodologies, tools, and standards (e.g., org design approach, role clarity frameworks, decision-rights models).
  

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Change Management & Enterprise Transformation (Build and Deliver)

• Design and lead change management efforts directly for major initiatives (transformations, restructures, digital enablement, M&A), serving as the primary change practitioner on priority work.
• Translate strategy into actionable change plans, including stakeholder mapping, leadership alignment, communication, capability building, and adoption tracking.
• Ensure change approaches are tightly integrated with internal communications to drive understanding, commitment, and sustained behavior change.
• Coach and equip senior leaders and HRBPs with practical tools to lead change effectively, building enterprise change capability over time.
  

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Internal Communications Leadership (Evolve and Modernize)

• Lead and develop the Internal Communications team while remaining actively involved in message development, storytelling, and delivery for high-impact initiatives.
• Refresh and execute an enterprise internal communications strategy that supports business priorities, transformation efforts, and culture.
• Create clear standards, governance, and operating rhythms for leadership communications, enterprise updates, and change-related messaging.
• Partner directly with executives to strengthen leader-led communications – shaping narratives, preparing talking points, and improving message clarity and impact.
• Use engagement, sentiment, and adoption data to continuously refine communication approaches and demonstrate impact.
  

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Leadership & Team Effectiveness (Practical Interventions)

• Design and facilitate leadership and team effectiveness experiences, including team diagnostics, alignment sessions, effectiveness workshops, and leadership forums.
• Work directly with senior leadership teams to improve clarity, decision-making, and execution during periods of change.
• Partner with Talent & Development to embed leadership and organizational effectiveness capabilities into broader development offerings.
  

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Workforce, Culture & Engagement Enablement

• Collaborate across People & Experience on talent reviews, succession planning, and capability building, ensuring OE insights inform workforce decisions.
• Translate employee listening and engagement data into targeted organizational and communication actions.
• Serve as an active steward of organizational health, transparency, inclusion, and sustainable performance.
  

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People Leadership & Capability Building

• Build, lead, and develop a high-performing team across Organizational Effectiveness and Internal Communications.
• Establish the foundational OE and change management capability - including frameworks, tools, playbooks, and ways of working.
• Act as a trusted, hands-on internal consultant to senior leaders on complex organizational and change challenges.
• Influence across a matrixed organization through strong presence, credibility, and practical problem solving.
  

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Required Qualifications

• Bachelor’s degree in Organizational Development, Communications, Human Resources, Business, or related field.
• 10+; years of experience personally delivering organizational effectiveness, organizational design, change management, internal communications, or management consulting work.
• Demonstrated success building new capabilities, frameworks, or functions, not just operating mature ones.
• Strong executive facilitation, communication, and consulting skills, with the ability to move between strategy and execution seamlessly.
  

Preferred Qualifications

• Master’s degree (OD, MBA, HR, Communications).
• Experience in complex, global, or matrixed organizations.
• Formal training or certification in organizational design and/or change management.
  

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Key Competencies

• Hands-on systems thinking and organizational diagnosis
• Executive storytelling and influence
• Change leadership and communication integration
• Builder mindset with practical execution bias
• Data-informed judgment and prioritization
• Collaboration, resilience, and adaptability
  

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Success Measures

• A clearly defined, scalable Organizational Effectiveness and change capability is established and adopted.
• Leaders experience faster, clearer, and more effective organizational design and change execution.
• Employees demonstrate strong understanding and adoption of enterprise initiatives.
• Internal communications are clear, consistent, and leader-led.
• Engagement, trust, and change readiness improve measurably.
  

"Securitas is committed to diversity, equity, inclusion and belonging in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other applicable legally protected characteristic.”
Securitas employees come from all walks of life, bringing with them a variety of distinctive skills and perspectives. United through our common purpose, we provide the security needed to safeguard our clients' assets and people. Our core values - Integrity, Vigilance and Helpfulness - are represented by the three red dots in the Securitas logo. If you live by these values, we’re looking for you to join the Securitas team.
Benefits Include

• Retirement plan
• Employer-provided medical and dental coverage
• Company-paid life insurance
• Voluntary life and disability insurance
• Employee assistance plan
• Securitas Saves discount program
• Paid holidays
• Paid time away from work
  

Additionally, some populations may have the availability of accessing earned wages on a daily basis, prior to payday. Restrictions and fees may apply.
Certain waiting periods may also apply. Paid time away from work may be available either through a combination of vacation and sick time or under a PTO policy, depending on local requirements. Benefits may be different for union members.