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Job Description

1. 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.

2. 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.

3. 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.

4. 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.