Director, Organizational Design
Posted May 1, 2026 · We last checked this listing on Oct 6, 2026
Likely interview questions for this role
Written from this job description, not a generic list. Each one notes what the interviewer is really checking.
About your past
Tell me about an org design you led and how you measured whether it worked.
What they are checking: Whether they define and track outcomes for their designs, showing whether a reorganization actually improved how the organization works.
Tell me about facilitating a multi-day leadership session. What made it effective?
What they are checking: Whether they can design and run sessions that move leaders to real decisions and commitments, not just discussion.
Tell me about a time you coached a leader who resisted feedback.
What they are checking: Whether they can coach a resistant leader with patience and directness, since leaders' behavior strongly shapes how their teams perform.
What would you do
A senior leader has already drawn a new org chart and wants you to implement it. What do you do?
What they are checking: Whether they can respectfully test a leader's preferred design against goals and evidence, rather than implementing it without question.
How do you prioritize OE requests when demand is greater than capacity?
What they are checking: Whether they can prioritize requests by business impact and say no clearly, since organizational effectiveness demand usually exceeds capacity.
About the work
Walk me through how you'd approach an org design project for a function that wants to restructure.
What they are checking: Whether they follow a disciplined design process that starts with strategy and work, rather than jumping straight to boxes on an org chart.
How do you tell whether a performance problem is about structure, people or process?
What they are checking: Whether they can diagnose the real cause of a performance problem, since restructuring rarely fixes issues rooted in people or process.
How do you manage the human side of a reorganization?
What they are checking: Whether they understand how reorganizations affect people and plan communication and support accordingly, since trust is easily lost.
How would you build organizational effectiveness capability in HR partners?
What they are checking: Whether they can build organizational design skills in HR partners, extending the function's reach beyond what one person can deliver.
How do you link team effectiveness work to business strategy?
What they are checking: Whether they connect team effectiveness work clearly to business strategy, so leaders see it as valuable rather than optional.
What frameworks do you use for culture and team effectiveness, and why those?
What they are checking: Whether they ground their work in solid frameworks and know why they chose them, rather than relying on intuition alone.
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Practice this out loudThe full job description
As published by AbbVie.