About this role
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- Job Description
- Organizational Design & Strategic Workforce Planning
- Design organization structures and restructuring options to improve effectiveness, role clarity, accountability, agility, and business alignment.
- Analyze spans of control, layers, role duplication, workforce capacity, and capability gaps.
- Develop operating model recommendations, including governance, decision rights, role accountabilities, and cross-functional ways of working.
- Design AI-augmented workforce models by identifying work to be performed by human workforce, AI tools, automation, or human-AI collaboration.
- Develop Skills-Based Organization Design by mapping critical skills, capabilities, roles, and future workforce needs to enable agile talent deployment.
- Conduct strategic workforce planning, including demand-supply analysis, skills gap assessment, scenario planning, capacity planning, and future capability planning.
- Conduct job evaluation and job architecture activities, including job analysis, JD development/revision, job calibration, job value assessment, and job grade alignment.
- Talent Management & Succession Planning
- Develop talent management frameworks, including talent review, high-potential identification, career development, and capability development.
- Design succession planning for critical roles to ensure leadership continuity and business sustainability.
- Assess successor readiness, development gaps, talent risks, and required development actions.
- Link talent and succession planning with workforce planning, job evaluation, promotion criteria, career movement, and leadership development.
- Analyze talent data, performance trends, retention risks, and skills gaps to support people decisions.
- Transformation & Process Improvement
- Analyze current OD/HR processes and identify improvement opportunities to enhance efficiency, governance, employee experience, and business impact.
- Conduct process mapping, gap analysis, root cause analysis, and workflow redesign.
- Develop standardized tools, templates, dashboards, and reporting mechanisms for OD, workforce planning, talent, succession, and job evaluation processes.
- Leverage data, automation, digital tools, and AI-enabled solutions to improve process efficiency and decision quality.
- Monitor improvement outcomes through metrics, governance checkpoints, and stakeholder feedback.
- Change Management & Stakeholder Engagement
- Lead change management for organization restructuring, operating model changes, job evaluation outcomes, workforce planning, and talent transformation.
- Develop stakeholder analysis, communication plans, leadership briefing materials, and change impact assessments.
- Facilitate workshops and alignment sessions with business leaders, HR partners, and cross-functional stakeholders.
- Build understanding, buy-in, and accountability among stakeholders.
- Monitor adoption, identify resistance, and recommend actions to ensure smooth implementation.
- Skills / Competencies
- Emphasize change | Engagement | Consulting | Communication | Inclusion | Systems Thinking | Facilitation | Data Analysis | Project Management | Ethical Practice | Problem Solving | Teamwork & Collaboration
- Qualification
- Bachelor’s or Master’s Degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Engineering, Management, or related fields. Minimum 5+ years of experience in Organization Development, HR Strategy, Workforce Planning, Talent Management, Job Evaluation, Process Improvement, HR Transformation, or related fields.
- We're committed to bringing passion and customer focus to the business.
- If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us.
