Job Description

Sr Manager, Organizational Effectiveness and Design

We are Lennar 

Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500® company and consistently ranked among the top homebuilders in the United States.

Join a Company that Empowers you to Build your Future

The Sr Manager, Organizational Effectiveness and Design will serve as a strategic advisor and thought partner for the HR Centers of Excellence (COEs) and business leaders to help shape how the organization is structured, how work gets done, and how roles are defined across the enterprise. This role will lead complex org design initiatives to drive scalable structures, optimize organizational performance, and build a consistent job architecture framework that supports talent management, compensation, and career development strategies. This role is a key driver in helping the company scale thoughtfully—by building an organization that’s agile, aligned, and talent-forward. You’ll be instrumental in shaping not only how we work, but how we grow.

• A career with purpose.

• A career built on making dreams come true.

• A career built on building zero defect homes, cost management, and adherence to schedules.

Your Responsibilities on the Team 

Organizational Design and Job Architecture

• Lead the design and execution of organizational structures and operating models that align with strategic goals, promote agility, and support long-term scalability.

• Lead the partnership with senior leaders and HRBPs to design future-state organizational structures, optimize team composition and spans of control, and serve as a strategic thought partner on talent deployment and transformation. Assess organizational layers and decision-making processes to ensure efficiency, scalability, and alignment with business goals.

• Lead, plan and facilitate workshops and working sessions that guide decision-making on team design, capability needs, and structural shifts, providing toolkits and frameworks to enable localized implementation.

• Establish org design principles & governance to develop and maintain consistent org design standards, methodologies, and governance practices to ensure clarity, alignment, and transparency in structural decisions.

• Drive the creation and governance of a job architecture framework, including job families, levels, and titles, aligned with compensation and career progression strategies.

• Enable Talent and Compensation alignment through partnership with Total Rewards and Talent teams to ensure job architecture supports workforce analytics, internal mobility, pay equity, and consistent role clarity across the organization.

• Monitor and report org effectiveness impact through tracking and measuring the impact of org design, effectiveness, and job architecture initiatives, maintaining workforce data, org charts, and headcount governance dashboards in collaboration with HR Operations and Compensation.

• Lead change enablement for org design initiatives by developing and executing change management strategies to support successful adoption of organizational design and job architecture initiatives across the enterprise.

• Design change toolkits and resources, FAQs, change communication templates, stakeholder engagement plans, and training resources to support HRBPs and teams through transitions.

Organizational Effectiveness

• Conduct organizational health assessments using data sources such as engagement results, performance metrics, and collaboration indices. Leverage tools like OrgVue, Workday, and Visier to model scenarios, uncover structural inefficiencies, and address barriers to effectiveness such as unclear roles, process gaps, and team silos.

• Partner with HR Business Partners and People Analytics to lead cross-functional initiatives that enhance operational alignment and implement targeted interventions that strengthen collaboration, accountability, and team effectiveness.

• Measure and monitor change readiness, adoption, and sentiment through surveys, feedback loops, and data analysis to identify resistance and adjust plans as needed.

Requirements

• Bachelor’s degree in Organizational Psychology, Business, Human Resources, or related field

• 7+ years in organizational design, effectiveness, job architecture, or HR strategy roles.

• Certification in organizational design, change management (e.g., Prosci, Korn Ferry), or HR analytics.

• Previous experience in management consulting or enterprise transformation teams.

• Demonstrated experience leading enterprise-wide org design and job architecture initiatives in a complex or matrixed environment.

• Strong grasp of organizational effectiveness levers such as structure, decision rights, accountability, and capability planning.

• Strong knowledge of organizational design models (e.g., Galbraith Star Model, Operating Model Canvas), org effectiveness diagnostics, and job architecture frameworks.

• Experience implementing job architecture frameworks across global or multi-entity organizations.

• Exceptional stakeholder management, facilitation, and consulting skills.

• Analytical mindset with strong capabilities in workforce planning, headcount modeling, and org structure visualization.

• Proficiency with HR systems and org tools (e.g., Workday, OrgVue, SuccessFactors).

• Ability to navigate ambiguity and drive clarity and lead structured thinking in fast-paced or evolving business environments.

Physical & Office/Site Presence Requirements:

This is primarily a sedentary office position which requires the incumbent to have the ability to operate computer equipment, speak, hear, bend, stoop, reach, lift, and move and carry up to 25 lbs. Finger dexterity is necessary.

This description outlines the basic responsibilities and requirements for the position noted. This is not a comprehensive listing of all job duties of the Associates. Duties, responsibilities, and activities may change at any time with or without notice.

Life at Lennar

At Lennar, we are committed to fostering a supportive and enriching environment for our Associates, offering a comprehensive array of benefits designed to enhance their well-being and professional growth. Our Associates have access to robust health insurance plans, including Medical, Dental, and Vision coverage, ensuring their health needs are well taken care of. Our 401(k) Retirement Plan, complete with a $1 for $1 Company Match up to 5%, helps secure their financial future, while Paid Parental Leave and an Associate Assistance Plan provide essential support during life's critical moments. To further support our Associates, we provide an Education Assistance Program and up to $30,000 in Adoption Assistance, underscoring our commitment to their diverse needs and aspirations. From the moment of hire, they can enjoy up to three weeks of vacation annually, alongside generous Holiday, Sick Leave, and Personal Day policies. Additionally, we offer a New Hire Referral Bonus Program, significant Home Purchase Discounts, and unique opportunities such as the Everyone’s Included Day. At Lennar, we believe in investing in our Associates, empowering them to thrive both personally and professionally. Lennar Associates will have access to these benefits as outlined by Lennar’s policies and applicable plan terms. Visit Lennartotalrewards.com to view our suite of benefits.

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Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.