Group Director, Organization Design and Change Enablement - HR

Group Director, Organization Design & Change Enablement

At CHANEL, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity, and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to CHANEL.

About the role:

CHANEL is looking for a Group Director, Organization Design & Change Enablement in New York City . This Group Director role will join our Organizational Development & Effectiveness (OD&E) Center of Excellence within People & Organization (P&O). You will own the methods, tools, and enablement that help P&O and the business design more effective organizations and lead change in a consistent, human-centered way, spanning operating model design, org structure, role clarity, governance, ways of working, change readiness, and adoption. This role is a key partner for HRBPs, COEs, the P&O PM community, Rewards, business leaders, the Change community, and Global.

What impact you can create at CHANEL:

Maintain and evolve CHANEL’s House approach to organization design and operating model work — ensuring it is applied consistently across transformations and updating it for the age of AI

Diagnose and design across the full set of organization levers — structure, operating model, spans and layers, roles and decision rights, governance, and ways of working

Create reusable tools for structure, role clarity, decision rights, and ways of working that scale across P&O and the business (i.e., PACE Program)

Partner with Global to build change capability across the organization, leveraging the House change-management approach and adoption methodology

Support high-priority, cross-functional, enterprise-wide transformations — pilots, sensitive projects, and ecosystem work

Help enable the future HRBP role, shifting it from operational support toward strategic advisory

Mobilize P&O to help transform work — identify transformation opportunities and manage AI-related disruption, in partnership with HRBPs, Portfolio Management, People Analytics, and Workforce Strategy

Use Voices as a culture instrument — interpretation and action-planning support that turns listening into meaningful change

You are energized by:

Enabling others to lead change — coaching COEs, HRBPs, project teams, and senior sponsors rather than owning delivery yourself

Navigating complexity and influencing through ambiguity, without relying on formal authority

Designing frameworks and tools that scale, not one-off fixes

Human-centered change — building genuine adoption and helping leaders anticipate and manage resistance

Connecting the dots across organization design, culture, governance, and transformation

What you will bring to the team:

Deep organization design and operating model expertise — operating model design, spans and layers, capability-based design, and decision rights

Fluency in a structured change-management methodology and adoption measurement — change readiness, sponsorship, manager enablement, and tracking adoption and impact

Group Director-level credibility and facilitation skills, and the ability to influence through ambiguity

A track record of building tools and frameworks — decision rights, ways of working, governance — that others actually adopt, and a data-informed approach to designing and measuring enablement

Experience guiding high-stakes, cross-functional, enterprise-wide transformations

A clear point of view on how AI is reshaping organizations and the nature of work

Comfort holding a clear scope boundary: this role owns frameworks, enablement, strategic advisory, and targeted execution — not delivery of every change initiative, project management for all P&O work, final business decisions on structure, or HRBP business-relationship ownership

What skills you will learn / experiences you might have:

Shape the operating model of a newly formed Center of Excellence at the center of CHANEL US’s people strategy

Gain visibility to senior P&O and business leadership on the House’s most sensitive and high-priority transformations

Partner directly with Global to evolve the House-wide approach to org design and change for the age of AI

Grow as an enterprise change leader at the intersection of organization design, culture, and AI

Position Logistics:

Based in New York City with hybrid work model – 3 days on-site minimum in New York City

Minimum of 10 years of experience HR Change Enablement & Organizational design

Bachelor’s degree or equivalent experience. A master’s degree is a plus. Equivalent experiences will be considered.

*Chanel, Inc. reserves the right to edit, change, or make exceptions on designations where circumstances where deemed appropriate.

Compensation:

The anticipated base salary range for this position is $150,000-$190,000. A base salary is one component of the total compensation for this position. Other forms of variable pay [may/will] be offered for this position. Other components [may/will] include bonus potential, benefits, and/or perks.

Benefits and Perks:

Wellbeing resources include dedicated paid time off for wellbeing (2-week August Office Closure) and a Wellbeing fund

Family and care giving benefits (inclusive of parental leave, fertility support, MilkStork, and Care.com Membership)

Generous paid time off policies to include vacation, holiday, sick and volunteer days

401K and other incentives

Robust healthcare offerings; medical, dental, vision, MDLIVE (virtual care), One Medical, Flexible Spending Accounts (Health Care & Dependent Care), Health Savings Account and Employee Assistance Program

Life insurance, Accidental Death & Dismemberment, Short Term Disability, Long Term Disability, Health Advocate, International Business Travel Accident & Medical, and Commuter Transit & Parking

Additional Information:

Chanel is a private company whose values are grounded in creating conditions for people to perform at their best and feel fulfilled and confident in their work. We offer a unique work environment where individuals are encouraged to better understand the brand, the business, and motivations, so that together we can unlock the possibilities of growth. This is reflected in:

Diversity and Inclusion:

At CHANEL, we are intentional in promoting Diversity & Inclusion. We foster respect, empathy, and dignity for all. We believe strongly that the diversity of our people across the full spectrum of human differences is essential to our organisation and the connections we have with each other and our clients.

We offer Employee Resource Groups in the US that are voluntary, open to all, employee-led groups formed around a shared identity or lived experience, whose aim is to foster a diverse, inclusive, and equitable community aligned with the values and missions of the communities they support.

Chanel Community:

CHANEL Community empowers our employees to channel their passions, talents and sense of purpose to contribute to and learn from our communities.

Employees are encouraged to take time off annually to volunteer through the CHANEL Community. CHANEL also matches employee donations to select charitable organizations.

Sustainability:

CHANEL Mission 1.5° is our climate action plan. It is focused on transforming the business in line with the ambitions of the Paris Agreement on climate change to limit the average global mean temperature increase to 1.5 degrees Celsius above preindustrial levels.

Employees are encouraged to contribute to our US Sustainability efforts at the corporate level and within the divisions, through organized taskforces and initiatives.

Arts and Culture:

We are committed to extending our legacy of cultural engagement. Global support includes the CHANEL Culture Fund, which supports a select