(Senior) Organization Development Manager

This role shapes the future organization by defining the operating models, organization structures, and workforce architecture required to drive long-term business strategy in a Human & AI era. Partnering with senior leadership and HR CoEs, the role leads enterprise-wide organization design and transformation efforts to ensure the organization remains agile, scalable, and future-ready.
Key Responsibilities
1. Capability & Career Architecture
• Define, maintain a company-wide capability framework aligned with business strategy and future needs, including clear definitions of key skills, competencies, and proficiency levels across roles and job families.
• Establish a consistent approach to assess, track and identify key capability gaps to support workforce decisions.
• Design clear, capability-based career paths and job families, including progression criteria that define what is required to move between levels and support internal mobility and employee growth.
2. Strategic Workforce Planning
• Own the enterprise-wide workforce planning framework and methodology; develop workforce scenarios to anticipate future capability needs, capacity requirements, and organizational structure changes aligned with business strategy.
• Design company-wide mechanisms and standards to match and mobilize internal capabilities based on strategic priorities.
• Define and track enterprise workforce metrics (capability gaps, critical role risks, talent movement, organizational agility) to enable workforce decisions across functions.
• Build the methodology for assessing the impact of AI and automation on workforce structure, role design, and future capability demand.
3. Organization Design & Effectiveness
• Design and continuously improve the organization structure and operating model, to align with business strategy and growth plans.
• Conduct regular reviews of organizational design to ensure it remains effective and responsive to business needs and operating cycles.
• Assess cross-functional collaboration and identify key bottlenecks that impact performance and execution and define clear ways of working such as RACI and decision-making frameworks.
• Develop and implement an organization health framework to assess areas such as collaboration, workload balance, decision speed, and complexity, and translate insights into initiatives that improve organizational effectiveness and employee experience.
4. Human + Digital Workforce Operating Model
• Design the Human + Digital workforce operating model, defining how work is allocated between people, AI, and hybrid teams.
• Partner with relevant functions to establish governance for AI agents, including ownership, accountability, decision rights, and escalation paths.
• Define new roles and ways of working in a Human + AI environment, including human-in-the-loop and AI oversight roles.
• Ensure appropriate controls are in place for AI usage, including human oversight, intervention, and risk management principles.
5. Change & Organization Resilience
• Lead change initiatives to drive the transition to a Human + Digital workforce model across the organization.
• Assess organizational readiness and drive communication and engagement plans to enable adoption of AI and new ways of working.
• Support leaders and managers in adapting to new roles, operating models, and governance structures.