Senior Director - Organizational Effectiveness

About this role

An exciting career awaits you

At MPC, we’re committed to being a great place to work – one that welcomes new ideas, encourages diverse perspectives, develops our people, and fosters a collaborative team environment.

SUMMARY The Senior Director of Organizational Effectiveness leads Marathon Petroleum's organizational design, ways of working, and change management This role partners with senior business and HR leaders to align organizational structures, decision rights, roles, capabilities, and workflows with strategic priorities - improving organizational agility, operational efficiency, and sustained business performance.

In addition, this role provides enterprise leadership for Organizational Effectiveness discipline - strengthening prioritization, sequencing, and integrated planning across initiatives. Partnering with senior leadership, the Senior Director of Organizational Effectiveness provides organizational design guidance in support of the broader strategy, establishing what must be addressed before initiatives launch or scale. This leader establishes organizational effectiveness standards and methodologies, diagnostics, and governance.

JOB LOCATION This role is part of the Communications organization and will report to the Vice President of Culture & Communications. This position can be based in the following locations:  • Findlay, OH • Houston, TX   • San Antonio, TX

KEY RESPONSIBILITIES

Organizational Design & Operating Model Alignment • Lead the design and refinement of organizational structures, role configurations, and reporting relationships to reduce work friction and enhance execution speed • Conduct organizational effectiveness assessments to identify misalignments in skills, team structures, accountability, and decision-making authority • Build enterprise capabilities (strategic thinking, cross-functional mindset, authentic communication) required for transformation success. • Advise leaders on appropriate spans of control, organizational layers, centralization vs decentralization, and allocation of work across teams and functions • Establish clear role design principles, including purpose, scope, responsibilities, decision authority, and interfaces with other roles - to improve clarity, reduce overlap, and align with business goals

Work Friction Diagnosis & Mitigation • Identify and address root causes of work friction, including trapped resources, overwhelmed teams, and rigid processes that impair workforce effectiveness • Partner with business unit leaders to map workflows, expose bottlenecks, and design process improvements that clarify roles, streamline handoffs, and enhance collaboration • Develop metrics and monitoring systems to measure work friction and track improvements in employee intent to stay and team responsiveness  • Recommend interventions that improve organizational responsiveness, employee capacity, and speed of execution to improve organizational effectiveness

Skills & Workforce Planning Partnerships • Collaborate with HR Business Partners, Talent Management team, and Workforce Planning team to assess critical skill gaps tied to business priorities and develop strategies to close them (build, hire, borrow, automate) • Support team structure reviews to evaluate centralization vs. decentralization of decision rights, spans of control, and collaboration networks • Identify and reduce silos through cross-functional alignment and resource optimization 

Stakeholder Engagement & Change Leadership • Strategic leader for enterprise change management support and value chain drills • Lead change initiatives that shift organizational culture toward agility, disciplined prioritization, effective collaboration, and appropriate employee autonomy

Metrics & Continuous Improvement • Establish measurable outcomes for organizational effectiveness initiatives and monitor progress against intended business results - such as reductions in work friction, speed of strategy execution, and workforce efficiency gains • Use data-driven approaches to inform ongoing design adjustments and demonstrate ROI of organizational effectiveness initiatives

EDUCATION & EXPERIENCE • Bachelor's degree in Business Administration, Organizational Psychology, Human Resources, or related field • Advanced certification in organizational development (e.g., Certified Organization Development Professional — CODP) or equivalent experience • 10+ years of experience in organizational development, organizational design, HR business partnership roles • Industry experience preferred

SKILLS

                Strategic Business Acumen • Experience in energy, utilities, or capital-intensive industries. With ability to gain deep understanding of Marathon Petroleum's business strategy, financial environment, and industry dynamics (energy markets, regulatory landscape, operational constraints) • Ability to translate business shifts—such as energy transition priorities, operational efficiency targets, or cost pressures—into workforce and organizational design strategies 

                Organizational Design & Change Management Expertise • Demonstrated expertise in workflow mapping, process analysis, and organizational restructuring initiatives • Proficiency in change management frameworks and ability to lead complex transformations with stakeholder buy-in

                Data Judgment & Analysis • Strong capability to analyze, interpret, and communicate workforce and business data to inform decisions • Proficiency in using data to surface hidden friction points, diagnose root causes, and measure effectiveness of interventions • Ability to translate complex data into actionable, executive-ready insights 

                Relationship Management & Influence • Exceptional ability to build trust and navigate competing priorities across business units, functions, and leadership levels • Proven track record of influencing without direct authority; strong negotiation and stakeholder management skills • Exp

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