Director, Organizational Development
Job Description
Job Location: Mexico City, Mexico
Calling all originals: At Levi Strauss & Co., you can be yourself — and be part of something bigger. We’re a company of people who like to forge our own path and leave the world better than we found it. Who believe that what makes us different makes us stronger. So add your voice. Make an impact. Find your fit — and your future.
The Director, Organizational Development is a senior partner reporting to the VP of Organizational Development at Levi Strauss & Co. LS&Co. is actively building its OD and change management capability — the VP sets the strategy and holds accountability for that build, and the Director owns specific workstreams and components within it. This is both a build and a delivery role: the Director helps establish the processes, tools, governance, and ways of working that allow OD and CM to function effectively inside a complex, matrixed, global organization, while also driving day-to-day OD and CM work in partnership with HR Business Partners, senior leaders, and cross-functional teams. The ideal candidate brings deep OD and CM expertise, strong judgment, and the ability to translate strategic direction into tangible programs and practices that move the business forward.
About the Job
Organizational Diagnosis & Design
Support the VP of OD in building LS&Co.’s OD methodology, frameworks, and tools — owning specific components and helping establish the processes and ways of working that allow the function to deliver consistently at scale.
Partner with HRBPs and business leaders to assess organizational health, identify gaps, and lead end-to-end org design and operating model projects that align structure with LS&Co.’s strategic direction.
Contribute to the design of governance models, decision rights frameworks, and operating norms that help leaders navigate structural complexity.
Translate complex organizational problems, business needs, and capability gaps into clear documents — problem statements, business cases, recommendations — that drive alignment and influence decisions at the senior level.
Design and facilitate leadership alignment and team effectiveness interventions as part of org design work, including diagnostics, working sessions, and post-change team resets — and guide HRBPs and leaders in addressing the human side of restructuring alongside the structural changes.
Assess and continuously improve OD programs and interventions, building a feedback loop that strengthens the function over time.
Change Management & Transformation
Partner with the VP of OD to build LS&Co.'s CM capability — owning specific methodology components, tools, and templates, and helping socialize a shared framework that HRBPs and people leaders understand and can apply.
Develop and lead change management strategies for key initiatives — including operating model shifts and enterprise transformations — partnering with program leads and connecting CM to L&D, communications, and people leader practices.
Treat behavior change as a core part of any change effort — supporting leaders and teams in building the norms, habits, and ways of working needed to make change stick, and coaching people leaders to sustain change without OD dependency.
Synthesize stakeholder input, data, and change impacts into clear written materials — business cases, problem statements, executive briefings — that articulate the case for change and influence decisions at the senior level.
Design feedback mechanisms to measure adoption and continuously improve messaging, channel strategy, and change outcomes.
Partnership & Stakeholder Influence
Support the VP of OD in establishing the function's credibility and operating model — serving as a primary point of contact for HRBPs, business leaders, and COEs, and building the trusted relationships needed to make new processes and governance stick.
Co-create integrated solutions with HR partners that connect talent, organizational, and leadership priorities to business context, while maintaining consistency in approach across the enterprise.
Navigate complex organizational dynamics, influencing across stakeholder groups without direct authority and maintaining alignment and transparency on OD initiatives.
Measurement & Continuous Improvement
Establish, track, and report OD metrics that demonstrate impact; monitor intervention effectiveness and recommend adjustments based on feedback and results.
Contribute to the evolution of LS&Co.’s OD methodology and stay current on external best practices and emerging trends.
Actively explore and apply automation, AI, and agentic AI tools to accelerate capability-building — scaling diagnostics, streamlining program development, and improving the consistency and efficiency of OD and CM delivery.
About You
Bachelor’s degree in Organizational Development, Organizational Psychology, Business, or a related field required; Master’s degree preferred.
8+ years of experience in organizational development, with meaningful focus on org design, change management, and team effectiveness; 10+ years with a demonstrated track record in large-scale transformation preferred.
Demonstrated experience building or significantly maturing OD and/or change management capabilities — including methodology, frameworks, governance, and ways of working — within a complex, global, or matrixed organization.
Knowledge of the full range of OD interventions and change management frameworks, with the judgment to know when and how to apply them in a build environment.
Demonstrated ability to influence partners and advise leaders in a client-facing or consulting capacity, including establishing new processes and ways of working where they do not yet exist.
Facilitation, group dynamics, and leadership team effectiveness skills.
Experience managing complex, multi-stakeholder projects from diagnosis through full implementation in a global organizational context.
Experience integrating change management with L&D, organizational communications, and people leader enablement.
Familiarity with global talent initiatives and cross-cultural organizational dynamics.
Prior experience in retail, consumer goods, or management/human capital consulting, particularly in roles that required standing up new OD or CM functions or practices.
Certification or formal training in assessment and team effectiveness tools (e.g., Hogan, MBTI, DiSC, Five Dysfunctions, or similar).
Familiarity with and curiosity about automation, AI, and agentic AI tools, with experience or strong interest in applying them to OD and change management work — including program development, diagnostics, data analysis, or stakeholder engagement at scale.
Success Profile
Builder's mindset — energized by creating structure and capability where it doesn't yet exist, and able to execute thoughtfully in support of a clear strategic vision inside a complex global organization.
Strategic and agile — able to move between big-picture thinking and hands-on execution, with deep OD and CM expertise and the business acumen to connect it to real outcomes.
Credible influencer — builds trust quickly with senior leaders and stakeholders, drives alignment without direct authority, and brings others along through partnership and expertise.
Comfortable with ambiguity — creates clarity and structure for others while remaining flexible, and knows how to balance institutional knowledge with fresh thinking.
Coaching mindset and collaborative by nature — invested in the growth of individuals and teams, with genuine regard for the employee experience.
Forward-looking on the practice of OD and CM — curious about how automation, AI, and agentic AI can make this work faster, smarter, and more scalable.