PpThe Organization Design/Effectiveness Manager leads the development and implementation of organizational structures, frameworks, and operating models that enable the business to achieve its strategic objectives. /ppThis role partners with HR teams and Managers/Business Leaders to design efficient, scalable structures, optimize spans and layers, and ensure alignment between organizational design and business priorities. /ph3Key Responsibilities /h3h3Organization Design /h3ulliDevelop and maintain organizational design frameworks, principles, and methodologies to ensure consistency and alignment with business strategy. /liliDesign and optimize organizational structures, roles, and reporting lines to support operational efficiency and growth. /liliConduct impact assessments for structural changes and propose mitigation strategies to minimize disruption. /liliDefine and maintain the functional framework (job families, functions, sub-functions and Generic Roles) to ensure clarity and alignment across the organization. /liliPartner with Compensation and Talent Management to ensure leveling aligns with pay structures, career paths, and succession planning. /li /ulh3Data Analysis Insights /h3ulliAnalyze organizational data (e.g., spans and layers, headcount distribution, cost structures) to identify opportunities for optimization. /liliProvide actionable insights to HRBPs and Business Leadership to support evidence-based decisions on structure and workforce alignment. /liliCoach and train HRBPs and Line Managers on interpreting organizational data and applying insights to improve team effectiveness. /li /ulh3Process Tools /h3ulliImplement and enhance organization design tools and methodologies to ensure scalability and efficiency. /liliEnsure data integrity and accuracy in organizational design systems to maintain reliability of insights. /liliDeliver training on system functionalities, dashboards, and reporting features to HRBPs and managers. /li /ulh3Reporting Governance /h3ulliPrepare regular reports and dashboards on organizational metrics (e.g., spans and layers, cost impact) to provide visibility and support strategic decisions. /liliCoach HRBPs and managers on understanding and leveraging reports for proactive organizational management. /li /ulh3Stakeholder Collaboration /h3ulliPartner with HRBP, Talent Management, Finance, and business leaders to align organizational design initiatives with budgets and operational goals. /liliFacilitate organization design workshops and discussions to drive alignment and shared understanding. /li /ulh3Capability Building /h3ulliCoach and train HRBPs and Line Managers on organization design principles, tools, and best practices to embed OD into decision-making processes. /liliFacilitate workshops and learning sessions to enhance understanding of organizational frameworks and analytics. /liliProvide ongoing guidance on applying OD methodologies in operational and strategic contexts. /liliCoach and train HRBPs and Line Managers on applying functional frameworks and leveling principles in organizational design decisions. /liliFacilitate workshops to build understanding of job architecture and its impact on workforce planning and talent development. /li /ulh3Technical Functional Skills /h3ulliOrganization Design/Effectiveness Expertise: Deep knowledge of OD methodologies, organizational models, spans layers analysis, job architecture, workforce sizing, and operating model design. /liliAnalytical Data Interpretation Skills: Strong ability to interpret quantitative and qualitative data to identify structural opportunities, model scenarios, and provide evidence-based recommendations. /liliJob Architecture Leveling Knowledge: Experience with job families, generic roles, leveling frameworks, and alignment with compensation and talent structures. /liliProcess Optimization: Ability to evaluate, simplify, and redesign processes to enhance scalability, efficiency, and clarity. /liliHR Systems Tools Proficiency: Proficiency in HRIS reporting, organizational analytics tools, dashboards, and OD-related systems (e.g., Oracle, org modeling platforms). /liliFacilitation Workshop Design: Skilled in designing and leading workshops to drive alignment, problem solve, and co-create organizational solutions. /liliStrategic Thinking: Ability to connect organizational design initiatives to broader business strategies and long‑term workforce planning. /liliCritical Thinking Problem Solving: Comfortable challenging current structures and proposing alternative, improved ways of organizing work. /liliInfluencing Stakeholder Management: Builds strong relationships with senior leaders, HRBPs, Finance, and cross‑functional partners; able to influence decisions through data and clear narratives. /liliCommunication Skills: Able to translate complex organizational concepts into clear, concise messages tailored to diverse audiences. /liliConsultative Mindset: Acts as a trusted advisor, providing thought leadership, guidance, and options rather than just executing requests. /liliCollaboration Teamwork: Works effectively across HR, business units, and functional teams to build consensus and shared understanding. /liliAgility Adaptability: Comfortable navigating ambiguity, adjusting approaches based on emerging business needs, and iterating quickly. /liliContinuous Improvement Orientation: Proactively identifies opportunities to enhance processes, tools, and organizational effectiveness practices. /liliCoaching Capability Building: Ability to develop HRBPs and managers in OD principles, analytics, and decision-making. /li /ulh3What We Offer /h3ulliWork closely with inspiring, supportive and engaged colleagues from more than 80 different countries. /liliPractice your talents in a highly professional international environment. /liliJoin a learning and development environment with an emphasis on knowledge sharing and training. /liliCompetitive salary and comprehensive benefits. /li /ulh3Ways of working /h3pFind your own optimal balance within our hybrid working model, where you can connect at the office 8 days a month and also benefit from remote working. /ph3Great Place to Work for All /h3pWe are committed to creating an inclusive culture that celebrates diversity and strives to be a Great Place to Work for All. All qualified applicants will be considered for employment, regardless of any aspect that makes them unique (including race, religion, national origin, gender, sexual orientation, age, marital status, pregnancy, disability, ...). If you need any specific accommodation due to disability or any other reason, you can let the recruiter know during your application process. Our values guide how we work together and shape our future: Our mission and values - Euroclear. /p /p #J-18808-Ljbffr