Manager, Global Organizational Effectiveness (HYBRID)

The Manager, Global Organizational Effectiveness will play a pivotal role in shaping and delivering operating models and organisational effectiveness initiatives that bring McCormick’s strategic ambitions to life. Approaching the organisation as an interconnected system, this role considers the full picture—structures, processes, governance, decision-making, culture, and ways of working—ensuring each element works in harmony to deliver sustainable performance and agility.

With this holistic systems mindset, the Manager will design fit-for-purpose organisational structures, governance frameworks, and decision-making processes that not only improve efficiency but also strengthen our ability to adapt quickly in a dynamic business environment.  

Working in close partnership with the Director of Global Organizational Effectiveness, HR, and senior business leaders, this position will transform ideas into practical, high-impact solutions that build organisational capability, enhance cross-functional collaboration, and ensure McCormick is structured to achieve its priorities—today and in the future.  They will combine organisational design expertise with thoughtful change management practices to ensure improvements are implemented successfully and sustained over time.

Key Responsibilities

Operating Model Design

• Work with the Director of Global Organizational Effectiveness to assess current operating models, decision rights, governance, and ways of working.
• Design and refine operating models that align with strategic priorities, drive efficiency, and enable more agile, adaptive delivery.
• Ensure operating models support clear accountability, effective resource allocation, and faster decision-making.
• Contribute to the ongoing development of operating model design tools and methods, and partner with HR colleagues to develop organisation design and effectiveness capability.

Organizational Effectiveness Initiatives

• Lead or contribute to enterprise-level initiatives aimed at improving organizational capability, collaboration, and performance.
• Apply organizational design principles to create initiatives that support innovation, scalability, and sustainable growth.
• Partner with leaders to adapt governance and decision-making processes to support iterative, cross-functional work.
• Recommend and implement frameworks, tools, and processes that strengthen organizational health.
• Identify and address cultural and structural enablers/barriers to initiative adoption.

Change Management

• Partner with project teams, leaders and stakeholders to ensure new operating models and org effectiveness initiatives are embraced and embedded across the organisation through targeted communications, capability building, and stakeholder engagement.
• Lead elements of the change management lifecycle for assigned transformation projects, assessing business readiness for organisational changes and mitigating potential risks.
• Ensure that leaders and teams are equipped to operate effectively within new structures and ways of working.

Measurement & Continuous Improvement

• Use data, KPIs, and organizational diagnostics to assess effectiveness of operating model changes and organizational initiatives.
• Recommend adjustments based on performance insights and evolving business needs, so that we keep getting better at what we do.

Required Qualifications

• Degree in Industrial/Organizational Psychology, Organisational Development, HR, Business, or a related field preferred (or equivalent relevant experience).
• Certified Change Management Practitioner (Prosci) or Certified Change Management Professional (ACMP) preferred.
• 7+ years of experience in leading operating model design, and organizational effectiveness initiatives in complex, matrixed, or multinational environments.
• Advantageous: experience integrating Agile principles into organisational design and ways of working.
• Strong analytical skills with the ability to translate organizational data into actionable design recommendations.
• Excellent communication and facilitation skills—able to engage leaders and teams in co-creating solutions.
• Flexibility for occasional meetings outside of standard working hours to accommodate global business stakeholders 
• Collaborative and adaptable, working across functions and cultures.
• Strong stakeholder management and influencing skills, with the ability to navigate ambiguity and build consensus.
• Flexible, adaptable, and comfortable balancing strategic thinking with practical delivery.