Sobre este puesto de Trust Architect Lead Practitioner en Accenture
The senior operating model and workforce transformation lead for Avanade Next. Owns what AI changes about work itself: roles, teams, decision rights, management systems, workforce capability and human-agent collaboration.
KEY RESPONSIBILITIES
Operating Model & Workforce Leadership
Own the AI-Native Models & Ways of Working domain across APAC.
Lead design of AI-native operating models, workforce structures and leadership practices that can scale.
Build Avanade Next credibility on the future of work, human-agent teams and AI-enabled management systems, with clients, Microsoft and the wider ecosystem.
Executive Advisory & Business Growth
Advise Boards, CEOs, COOs and Chief People Officers on how AI changes the organisation, the work and the leadership model around it.
Originate and shape mandates where operating model, workforce or ways of working are central to transformation.
Partner with Industry Leads, Account Teams and Microsoft account teams to turn workforce and operating model demand into signed work, including co-sell where Copilot adoption has stalled short of real change.
Transformation Leadership
Lead target operating model, organisation design, role redesign, skills planning and management system work on major mandates.
Define how human and agent work is divided, supervised, escalated and measured at organisational scale.
Partner with Trust Architects on governance and accountability, and with Value Architects on quantified benefits.
Capability & Practice Development
Build operating model capability across APAC through hiring, mentoring and leadership.
Contribute reference operating models, diagnostics and workforce patterns to the APAC library.
Apply the same method internally as Avanade Next scales its own human-plus-agent model.
KEY MEASURES
Domain method published and in use within the first two quarters.
Operating model workstream present and quantified on every major transformation mandate.
New ways of working adopted and sustained at 90 days post-deployment.
Direct contribution to qualified pipeline and signed transformation revenue.
Internal Next operating model documented and improving using the same method.
.
SKILLS AND EXPERIENCE
10+ years in operating model, organisation design or workforce transformation in a major consulting environment.
Experience implementing enterprise-scale operating model change.
Substantive understanding of agentic systems and what supervising them requires.
Strong grounding in governance, accountability, decision rights and management system design.
CXO credibility with COOs, Chief People Officers and transformation leaders.
Experience designing governance, accountability and control structures in regulated settings.
WAYS OF WORKING
Location flexible across ANZ, SEA or Japan with APAC-wide deployment.
Works in parallel with build, not after it.
Partners closely with Trust Architects, Service Designers, Value Architects and FDEs.
Keeps the work practical: roles, decisions, routines, measures and capability.
Measures adoption by sustained behaviour change, not workshop completion.
.
