Head OE: JA and Org Design

Detailed Job Description

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Role Purpose

The Head: Organisation Effectiveness Job Architecture & Organisation Design is responsible for providing business transformation services to Business and Human Resources (HR) Executives, leading the design and implementation of organisation design and job architecture solutions and advisory services that fulfill short, medium, and long-term business strategies and workforce transformation objectives ahead of demand.

Key Accountabilities

Organisation Design & Job Architecture Leadership

• Lead the end to end design, implementation and governance of organisation design and job architecture frameworks across the enterprise.
• Develop and evolve enterprise OD and JA products, services, standards and methodologies, including job levels, titling conventions, role clarity and capability frameworks.
• Conduct detailed organisational diagnostics, structure reviews and workforce analysis (spans, layers, levels, capability and role alignment.
• Translate diagnostic insights, benchmarking and analytics into practical, data driven design recommendations that deliver commercial value.
•  Conduct external and global benchmarking to inform continuous improvement of organisation design and job architecture practices.

Business Partnership & Workforce Transformation

• Act as a strategic advisor and trusted partner to senior executives and HR leaders on organisation effectiveness, operating models and workforce strategy.
• Lead large scale organisation design and business transformation initiatives, ensuring alignment across strategy, people, process, technology, and culture.
• Design and present multiple viable organisation design options supported by data, business context and risk considerations to enable sound decision making.
• Facilitate complex, senior level OD and JA workshops with multi disciplinary stakeholders across the business and HR.

Delivery Management, Governance & Risk

• Establish and lead multi functional delivery teams for OD, JA and transformation initiatives including the effective use of external partners where required.
• Implement strong delivery management routines including planning, reporting, change control and benefit tracking.
• Ensure OD and JA practices comply with internal governance, risk frameworks, people policies and regulatory requirements (e.g. labour legislation).
• Identify, manage and mitigate delivery, people and organisational risk associated with structural and workforce change.
• Track and report on business case outcomes ensuring benefits realisation and workforce transition readiness.

Capability Building & Practice Evolution

• Build OD and JA capability across HR and the business through advisory support, coaching and hands on delivery.
• Continuously evolve OD and JA practices by staying abreast of industry trends, technology developments and emerging workforce design approaches.
• Contribute to the commercialisation and standardisation of OD and JA services for consistent enterprise application.
• Support job profile development and role clalrity where required ensuring alignment to job architecture standards.

Qualifications

• Relevant Bachelor’s degree in Human Resources, Psychology, Business, Commerce or a related field.
• Honours or Master’s qualification preferred

Experience

• Approximately 10 years’ experience translating business strategy into organisation and people solutions of increasing scale and complexity.
• Proven track record in delivering enterprise wide OD and JA initiatives, including capability frameworks and operating model design.
• Demonstrated experience partnering with senior executives and leading large scale organisation or workforce transformation programmes.
• Experience within financial services or complex matrix organisations preferred.
• Exposure to HR product ownership or enterprise HR service design is advantageous.

Technical / Professional Expertise

• Organisation Design & Operating Models (Expert)
• Job Architecture & Job Design
• Workforce Analytics & Insights
• Change Management & Communications
• People Analytics
• Programme & Project Management
• Business Case Development & Benefits Tracking
• HR Strategy
• Employee Experience Design and Fulfilment
• Culture, Leadership and Team Effectiveness
• Organisation Effectiveness

Behavioural & Leadership Competencies

• Curiosity in action
• Innovation
• Connected decision making
• Planning and organising
• Hyper-collaboration
• Communicating in the digital age
• Facilitating change
• Execution
• Continuous learning