Senior Organisation Design & Job Architecture Specialist

Organizational Design Specialist

Role purpose: The Organizational Design Specialist leads the development of fit-for-purpose organizational structures, operating models, and collaborates with other functions of the talent organization to identify capability insights that enable the business to deliver its strategic priorities.
Key Responsibilities

- Lead organizational design initiatives across functions, business units, or regions, ensuring organizational structures are clearly aligned with business strategy, operating model requirements, and transformation priorities.

- Translate business strategy into practical organizational design options, including structure, reporting lines, governance, accountabilities, decision rights, and interfaces between teams.

- Partner with senior business leaders, HR Business Partners, Finance, Talent Management, Rewards, and transformation teams to diagnose organizational issues and shape fit-for-purpose design recommendations.

- Conduct organizational diagnostics using data and stakeholder input to assess spans and layers, role clarity, duplication, decision effectiveness, collaboration points, and organizational complexity.

- Provide expert guidance on operating model design, job architecture, role design, governance mechanisms, organizational layers, and management structures.

- Develop clear organizational design principles, templates, toolkits, and facilitation approaches that enable consistent, high-quality design decisions across the business.

- Support transformation, restructuring, growth, and efficiency initiatives by translating strategic priorities into practical organization design choices and implementation roadmaps.

- Use workforce, capability, cost, and activity data as inputs to organizational design decisions, without owning strategic workforce planning as the primary scope of the role.

- Stay current on organizational design practices, operating model trends, organization effectiveness methods, and external benchmarks that improve structure, governance, agility, and performance.

Required Experience and Qualifications

- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Finance, Economics, Data Analytics, or a related field; master’s degree preferred.

- Minimum of 8–10 years of relevant experience in organizational design, organizational effectiveness, or related HR transformation roles.

- Demonstrated experience leading complex organizational design or operating model projects in a matrixed, multinational, or large-scale organization.

- Good to have: Familiarity with strategic workforce planning, workforce analytics, headcount modelling, scenario planning, skills gap analysis, job architecture, and organization effectiveness methodologies.

- Proven ability to influence senior stakeholders and translate complex data into clear business insights and practical recommendations.

- Experience working closely with HR Business Partners, Compensation & Benefits, Finance, Talent Acquisition, Learning, and senior business leaders.

- Advanced analytical skills and strong proficiency with Excel, PowerPoint, HR systems, workforce planning tools, and data visualization platforms; experience with Workday, SAP SuccessFactors, or people analytics platforms is an advantage.

- Strong project management skills with the ability to manage multiple priorities, stakeholders, and deliverables in a fast-paced environment.

Key Competencies

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Strategic thinking: Connects business strategy, organizational capability, workforce capacity, and future skills into an integrated people agenda.

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Analytical judgement: Uses quantitative and qualitative insights to diagnose issues, model options, and recommend evidence-based actions.

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Consulting and facilitation: Guides leaders through complex organizational choices while balancing business ambition, people impact, and execution feasibility.

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