Director, Organizational Effectiveness & Talent Development

About the job

Director, Organizational Effectiveness & Talent Development 

Imagine the what. Build the how.
Scandit gives people superpowers. Whether enabling delivery drivers to make quicker deliveries, matching a patient with their medication or allowing retailers to make store operations more efficient, our technology automates workflows and provides actionable insights to help businesses in a variety of industries. Join us, as we continue to expand, grow and innovate, and help take Scandit to the next level.

Joining our People team 

We put people first. Always. Our People team is central to Scandit’s success. Creating a welcoming, inclusive and spirited culture where everyone can be their best.  From helping to deliver business strategy to reshaping people processes. This is the place to be if you are looking to make a big impact as a people professional.

Your opportunity

Scandit is looking for a Director, Organizational Effectiveness (OE) to strengthen how we operate and grow globally. This is a senior individual contributor role with outsized influence, focused on building the systems, leadership practices, and operating rhythms that help teams execute with clarity and consistency.

Your top priorities will be to implement Scandit’s new Performance & Development process and to embed a scalable Talent and Succession Planning approach that improves leadership capability, decision-making, and organizational health. You’ll partner closely with the Executive Team, senior leaders, and People Business Partners to diagnose friction, design pragmatic solutions, and ensure changes stick through strong change management and measurable outcomes.

This role blends strategy + hands-on delivery: you will set the OE roadmap, lead cross-functional programs end-to-end, and ensure we measure impact, not activity.

Key Responsibilities

1) Performance & development process 

• Lead the end-to-end implementation of the performance & development process globally (design finalization, rollout planning, communications, enablement, adoption).


• Translate the process into leader-ready tools and behaviors: goal setting, feedback, evaluation, calibration, growth conversations, recognition, and performance improvement support.


• Build the operating cadence around the process (planning timelines, business review integration, stakeholder decision points).


• Track adoption and effectiveness (e.g., completion, quality signals, sentiment, manager capability indicators) and iterate based on data and feedback.

2) Talent and succession planning

• Implement a scalable Talent Planning and Succession Planning approach that supports future capability needs and reduces key-role risk.


• Partner with senior leaders and PBPs to run talent reviews and succession discussions that produce actionable outputs (moves, development plans, backfills, risk mitigation).


• Define and align on pragmatic standards (e.g., talent definitions, potential/readiness language, key role criteria) and ensure consistent application across functions/geographies.


• Convert insights into build / buy / borrow actions and targeted development investments.

3) Talent Development

• Set the talent development strategy: Define and drive the company-wide approach to learning, leadership development, and career growth—aligned to business priorities and culture.


• Build scalable programs: Design and run impactful programs (manager enablement, leadership development, career frameworks, internal mobility) with clear outcomes and adoption.


• Use data to target impact: Diagnose capability gaps using engagement results, attrition trends, performance data, and needs assessments; track effectiveness via KPIs (participation, sentiment, retention, promotion/readiness).


• Enable leaders and influence stakeholders: Coach managers, facilitate workshops, and align cross-functionally to secure buy-in, resources, and sustained behavior change.

4) Stakeholder leadership & change management 

• Influence and align senior stakeholders across functions and geographies without direct authority.


• Lead cross-functional programs end-to-end: framing, business case, design, rollout, enablement, measurement.


• Ensure adoption through practical enablement (training, toolkits, manager coaching moments) and crisp communications.

Who we look for

• 10+ years in Organizational Effectiveness, People Strategy, Talent Development, HR leadership, People Partnering, Management Consulting (Org/People), or similar.


• Proven track record designing and delivering org-wide programs (operating model, org design, leadership effectiveness, performance systems, transformation).


• Experience in HR business partnering, working closely with leaders and client groups to drive performance, talent development and to implement organizational changes. 


• Experience in a high-growth, fast-changing environment (tech/SaaS a plus).


• Strong executive presence: able to challenge and support senior leaders with credibility, pragmatism, and backbone.


• Excellent facilitation skills: can drive alignment in complex, sometimes messy stakeholder environments.


• Comfortable operating globally, ideally with experience across Europe, APAC, and the US.


• Ability to coach and guide junior team members, supporting their development through project collaboration.


• Strong problem diagnosis skills: you can find root causes, not just symptoms.


• Data-fluent: can use people and business data to make decisions and tell a clear story.


• Highly organized program leader who can manage multiple workstreams without turning everything into a spreadsheet museum.


• Strong project management skills with the ability to anticipate competing deadlines, navigate through ambiguous requirements and find solutions.


• Ability to craft clear narratives that drive action (not just “nice decks”).


• Exceptional written and verbal communication in fluent English (additional languages a plus).

The good stuff
Here are just some of the reasons why people choose to build their career at Scandit:

• We are certified as a “Great Place to Work” in 7 countries!


• An attractive individual equity plan in a high growth company 


• Smart, people-first culture


• Flexible, office, hybrid or home working


• Innovation hackathons 


• Global team outings 


• Festive/end of year all company celebrations 


• Your birthday off 


• Learning and development opportunities


• Top notch tech pack to enable you to do your most productive work


• Brand new optimized-for-hybrid working HQ in Zurich as well as local offices in hotspots London, Tampere, Warsaw, Boston and Tokyo


• Specific benefits related to the location you are joining

You could be the difference
We strive to create an inclusive environment that empowers our employees. We believe that our products and services benefit from our diverse backgrounds and experiences and are proud to be a safe space for all.

All applications will receive consideration for employment without regard to race, colour, nationality, religion, sexual orientation, gender, gender identity, age, physical [dis]ability or length of time spent unemployed. 

Imagine the What. Build the How.

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