Job Summary:

The purpose of Senior Organisational Design Manager role is to design, develop, execute and monitor organisation design and job architecture related solutions and services for our clients to ensure a sound job architecture process is followed to maintain a hierarchy of jobs which provides a foundation for compensation structures within the organisation. This position also manages workforce planning services for clients to ensure effective workforce planning within the organisation.

Key responsibilities:

Employee Centric Delivery

• Designing and maintaining the methodology for the organisation design and job architecture.
• Developing and delivering quarterly Organisational Effectiveness and Job Architecture reports.
• Developing and maintaining job architecture including levels of authority and job families.
• Delivering according to the organisational design business consulting process.
• Compiling new job descriptions as required.
• Checking the consistency of job profiles with internal policies and procedures.
• Facilitating the process of the new job position creation.
• Cooperating with Rewards on the evaluations of job positions and assigning the correct optimum salary.
• Designing and maintaining the rules for the organisational structure creation (including span of control in different functional areas).
• Conducting organisation design operating model reviews in accordance with policies and procedures including:
• The development of implementation plans with required stakeholders.
• Conducting regular audits of the organisational structure and recommending changes to make the organisation more efficient.
• Designing and maintaining systems and processes that support organisational design (i.e. job profiling, organisational structure etc.)
• Providing input into REMCOM meetings and packs as well as Job/subFamily Forums.
• Managing engagement with Senior Management within the broader business and the HR team to drive Org Design and Job Architecture concepts and initiatives.
• Developing and maintaining the workforce strategy and plans.
• Together with the Talent team and People partners, conducting workforce analyses for the client
• Together with the Talent team and People partners, monitoring, evaluating and revising workforce planning.

People (Self, Team & Organisational)

• Aligning participation to deliver relevant OD services to the business. 
• Participating in the enablement of an innovative, agile and employee centric culture where employees are supported, empowered and valued within the OE Team team. 
• Participating in the enablement of an employee wellness culture within the OE team to ensure that employees are supported mentally, physically and emotionally. 
• Participating in the enablement of a culture of open and transparent communication within the OE team.

Financial, Reporting & BI

• Monitoring of OE costs whilst ensuring service delivery to the clients
• Collection and use of OE data and business intelligence to transform the delivery of benefits services and solutions

Governance & Compliance

• Ensuring compliance with organisational and legislative governance frameworks, legislation and standards.
• Adhering to governance structures, policies, processes, frameworks applicable to the role.
• Ensuring data management processes adhere to continually changing privacy and legal compliance requirements.

Future-Fit  ??

• Participating in the integration and effective flow of work with other solution areas and business.
• Identifying relevant technology requirements for the OE team and ensuring optimal utilisation thereof.
• Identifying opportunities for continuous improvement in the OE function and related processes, to ensure ongoing process efficiency.

Skills and attributes for success

• Connecting & Initiating
• Executing & achieving 
• Responding & adapting 
• Analysing & Innovating 
• Performance & output alignment 
• Data analysis
• Job architecture & workforce planning
• Competency architecture
• Governance & ethical behaviour 
  ??To qualify, candidates must have:

Degree in Human Resources or equivalent.

• 10+ years in a specialised OD / OE services, support or equivalent role, delivering OD solutions in an HR environment within related HR OD frameworks, policies, procedures and guidelines
• Knowledge of HR policies, procedures, legislation and regulation. 
• We value practical learning experiences, if a candidate does not have a degree, demonstrable relevant experience will be considered. A proven track record of delivering OD solutions and services within the business environment.
• Experience within the FMCG, retail sector or similar – (preferred).
• Demonstrable knowledge of OD services within the FMCG, retail sector – (essential).