Description ROLE PURPOSE The 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. This 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. KEY RESPONSIBILITIES Organization Design: Develop and maintain organizational design frameworks, principles, and methodologies to ensure consistency and alignment with business strategy. Design and optimize organizational structures, roles, and reporting lines to support operational efficiency and growth. Conduct impact assessments for structural changes and propose mitigation strategies to minimize disruption. Define and maintain the functional framework (job families, functions, sub-functions and Generic Roles) to ensure clarity and alignment across the organization. Partner with Compensation and Talent Management to ensure leveling aligns with pay structures, career paths, and succession planning. Data Analysis & Insights: Analyze organizational data (e.g., spans and layers, headcount distribution, cost structures) to identify opportunities for optimization. Provide actionable insights to HRBPs and Business Leadership to support evidence-based decisions on structure and workforce alignment. Coach and train HRBPs and Line Managers on interpreting organizational data and applying insights to improve team effectiveness. Process & Tools: Implement and enhance organization design tools and methodologies to ensure scalability and efficiency. Ensure data integrity and accuracy in organizational design systems to maintain reliability of insights. Deliver training on system functionalities, dashboards, and reporting features to HRBPs and managers. Reporting & Governance: Prepare regular reports and dashboards on organizational metrics (e.g., spans and layers, cost impact) to provide visibility and support strategic decisions. Coach HRBPs and managers on understanding and leveraging reports for proactive organizational management. Stakeholder Collaboration: Partner with HRBP, Talent Management, Finance, and business leaders to align organizational design initiatives with budgets and operational goals. Facilitate organization design workshops and discussions to drive alignment and shared understanding. Capability Building: Coach and train HRBPs and Line Managers on organization design principles, tools, and best practices to embed OD into decision-making processes. Facilitate workshops and learning sessions to enhance understanding of organizational frameworks and analytics. Provide ongoing guidance on applying OD methodologies in operational and strategic contexts. Coach and train HRBPs and Line Managers on applying functional frameworks and leveling principles in organizational design decisions. Facilitate workshops to build understanding of job architecture and its impact on workforce planning and talent development. SKILLS & COMPETENCIES Technical & Functional Skills Organization Design/Effectiveness Expertise: Deep knowledge of OD methodologies, organizational models, spans & layers analysis, job architecture, workforce sizing, and operating model design. Analytical & Data Interpretation Skills: Strong ability to interpret quantitative and qualitative data to identify structural opportunities, model scenarios, and provide evidence-based recommendations. Job Architecture & Leveling Knowledge: Experience with job families, generic roles, leveling frameworks, and alignment with compensation and talent structures. Process Optimization: Ability to evaluate, simplify, and redesign processes to enhance scalability, efficiency, and clarity. HR Systems & Tools Proficiency: Proficiency in HRIS reporting, organizational analytics tools, dashboards, and OD-related systems (e.g., Oracle, org modeling platforms). Facilitation & Workshop Design: Skilled in designing and leading workshops to drive alignment, problem solve, and co-create organizational solutions. Behavioural Competencies Strategic Thinking: Ability to connect organizational design initiatives to broader business strategies and long-term workforce planning. Critical Thinking & Problem Solving: Comfortable challenging current structures and proposing alternative, improved ways of organizing work. Influencing & Stakeholder Management: Builds strong relationships with senior leaders, HRBPs, Finance, and cross-functional partners; able to influence decisions through data and clear narratives. Communication Skills: Able to translate complex organizational concepts into clear, concise messages tailored to diverse audiences. Consultative Mindset: Acts as a trusted advisor, providing thought leadership, guidance, and options rather than just executing requests. Collaboration & Teamwork: Works effectively across HR, business units, and functional teams to build consensus and shared understanding. Agility & Adaptability: Comfortable navigating ambiguity, adjusting approaches based on emerging business needs, and iterating quickly. Continuous Improvement Orientation: Proactively identifies opportunities to enhance processes, tools, and organizational effectiveness practices. Coaching & Capability Building: Ability to develop HRBPs and managers in OD principles, analytics, and decision-making. LI-LA1