[Hiring] Senior Director - Organizational Effectiveness & Development @Asure Software

Role Description

The Senior Director of Organizational Effectiveness & Development is an executive-level builder sitting directly within the Office of the Chief Transformation & People Officer. This person will design and implement the organization's performance infrastructure from the ground up — establishing a company-wide KPI framework, leading the full rollout of an OKR operating model, and selecting and implementing the platform that makes all of it visible and actionable.

This is not a role for someone who maintains systems. This is a role for someone who builds them. The Senior Director will work cross-functionally with every department head, partnering directly with senior leadership to ensure that every team — from the front line to the executive layer — has meaningful, measurable goals that connect to company strategy, and the accountability culture to execute against them.

This role carries the direct mandate and sponsorship of the Chief Transformation & People Officer and is expected to operate as a peer to senior business leaders, driving org-wide change with authority, credibility, and executive presence.

How you will contribute

• OKR Framework Design & Org-Wide Rollout
  • Design the company's OKR methodology from scratch — including structure, cadence, grading approach, and the cascade from company-level objectives down to team and individual key results.
  • Lead a full org-wide OKR rollout in Year 1, partnering with every department head to set their first cycle of OKRs and ensuring alignment to company strategy.
  • Build the governance model for OKRs: quarterly planning rhythms, check-in cadences, scoring reviews, and retrospectives.
  • Act as the internal OKR authority — educating, coaching, and holding the organization accountable to the framework consistently.
  • Continuously refine the OKR model based on adoption data, feedback, and business evolution.
• Org-Wide KPI Implementation
  • Establish a KPI framework that gives every employee — at every level — clear, meaningful, and measurable performance indicators tied to their role and their team's goals.
  • Partner with department heads and people managers to develop role-specific KPIs that reflect real business impact, not just activity or output.
  • Ensure KPIs are structured, documented, and accessible in a way that supports ongoing performance conversations between managers and their teams.
  • Build reporting standards so leadership has a real-time view of performance health across the organization.
  • Audit KPIs on a regular cycle to ensure they remain relevant, challenging, and aligned as the business evolves.
• Platform Selection & Implementation
  • Own the end-to-end evaluation, selection, and implementation of the organization's performance and OKR platform (e.g., Lattice, Betterworks, 15Five, Workday Performance, Perdoo).
  • Define requirements in partnership with HR, IT, and key business stakeholders; lead vendor assessments and manage the procurement process.
  • Oversee the technical implementation, data integration, and configuration of the selected platform.
  • Drive adoption through training, enablement resources, and ongoing support for managers and employees.
  • Own the platform relationship post-launch, including optimization, new feature rollout, and vendor accountability.
• Manager Enablement & Coaching
  • Design and deliver a manager enablement program that builds the skills needed to set meaningful KPIs, run effective OKR check-ins, and have high-quality performance conversations.
  • Coach senior leaders and people managers directly on goal-setting quality, performance accountability, and how to use data to lead their teams.
  • Partner with HR Business Partners on performance-related escalations, ensuring the KPI and OKR framework supports — not undermines — fair and consistent performance management.
  • Build a feedback culture that normalizes continuous, real-time performance dialogue rather than relying solely on annual reviews.
• Professional Development & Career Frameworks
  • Develop role competency frameworks and career ladders that give employees visibility into what growth looks like at every level — and connect directly to the KPI and performance system.
  • Partner with department leaders to build individualized development plans (IDPs) for employees, particularly those in high-potential and leadership pipelines.
  • Ensure the professional development infrastructure reinforces and rewards performance, creating a clear link between results, growth, and opportunity.
• Strategy & Executive Partnership
  • Serve as a strategic advisor to the CTPO and senior leadership team on organizational performance, goal-setting culture, and workforce effectiveness.
  • Define, track, and report on success metrics for all OKR, KPI, and development initiatives — translating people data into business-relevant insights for the executive team.
  • Bring forward-looking recommendations on performance management best practices, emerging tools, and organizational design trends.
  • Represent the Office of the CTPO in cross-functional leadership discussions, operating with executive credibility and influence.

Qualifications

• 10+ years of progressive experience in organizational effectiveness, HR strategy, performance management, or a related field — with at least 4–5 years in a senior leadership role.
• Experience leading a performance platform implementation (selection through adoption) — not just using a platform someone else stood up.
• Strong project management skills — capable of running a complex, multi-workstream rollout simultaneously across departments.
• Excellent communication and facilitation skills; comfortable presenting to and challenging executive audiences.
• Deep understanding of what makes a KPI or OKR meaningful vs. performative — and the judgment to push back when goals aren't good enough.
• Exceptional ability to influence senior stakeholders and drive org-wide change without always having direct authority.
• Proven track record of designing and implementing OKR or KPI frameworks at scale, ideally across an entire organization.
• Experience in a high-growth, scaling, or transformation-stage organization where infrastructure was built from scratch preferred.
• Background in management consulting, organizational development, or business operations preferred.
• Familiarity with change management methodologies (Prosci, Kotter, etc.).
• Coaching certification or formal leadership development background (ICF, CTI, or similar) preferred.
• SHRM-SCP, SPHR, or OKR practitioner certification preferred.

Core Competencies

• Builder's mindset — energized by creating structure where none exists; finds ambiguity motivating, not paralyzing.
• Executive influence — operates credibly at the senior leadership level; knows how to frame performance work in business and transformation terms.
• Systems thinking — designs frameworks that are interconnected, scalable, and built to last — not one-off programs.
• Accountability orientation — models and instills a culture where goals are owned, progress is tracked, and results are honestly assessed.
• Change leadership — skilled at driving adoption of new ways of working across diverse teams and functions.
• Coaching & development — develops the capability of managers and leaders through challenge, reflection, and direct feedback.

Compensation

The base salary range for this position is $165,000-$185,000 based on relevant experience, skills, and industry knowledge. Asure Software offers a variety of employee benefits. Salary information is determined by market location and is provided in accordance with state and local pay-transparency laws.

Benefits

• Medical, Dental, Vision, HSA, FSA- All effective on day 1!
• Company paid Basic Life Insurance, A+D, Long-Term Disability, and Short-Term Disability.
• 401K Program with 3% safe harbor contribution.
• Employee Stock Purchase Program.
• Fitness Reimbursement Program.
• Self-Managed PTO.

Location

Austin, Texas (Remote)

Department

Org Transformation & Human Resources

Employment Type

Full-Time

Minimum Experience

Senior Manager/Supervisor