Job Overview/Purpose

The Organizational Design & Development Manager is responsible for driving organizational design and development initiatives that ensure the Group remains agile, effective, and strategically aligned. This job translates strategic objectives into operating models, workforce structures, and development frameworks while embedding governance, consistency, and fairness across the Group. The Organizational Design & Development Manager position contributes to the Group’s job architecture framework, ensuring role clarity, capability alignment, and career progression opportunities for employees.

Key Accountabilities & Responsibilities

Organizational Design & Job Architecture

• Lead the review, design, and optimization of organizational structures, spans of control, and reporting lines to ensure alignment with business strategy.
• Translate job architecture frameworks (job families, sub-families, grades, levels, and career streams) into actionable designs across all business units. • Define and implement governance standards for job evaluation, grading, and levelling to ensure consistency and fairness.
• Partner with group HR teams to ensure career paths, competency frameworks, and job families support internal mobility and capability-building.

Organizational Development

• Design and implement OD interventions to support leadership effectiveness, cultural transformation, and employee engagement.
• Lead change enablement strategies and communication plans to ensure smooth adoption of new structures, operating models, and job categories.
• Conduct cultural and organizational diagnostics to identify areas of improvement and drive initiatives that strengthen organizational resilience.

Workforce Planning & Dimensions

• Support annual workforce planning by embedding job architecture elements into manpower planning and future capability assessments.
• Ensure organizational structures reflect workforce affordability dimensions (cost, headcount ratios, productivity targets).
• Provide insights to leadership on future skills requirements, role overlaps, and structural gaps. Performance, Talent, and Competency Alignment
• Ensure competency frameworks and job profiles are directly aligned with the job architecture system.
• Collaborate to ensure evaluation systems are tied to role complexity, grade, and accountabilities.
• Support leadership in designing progression models that reflect career levels within the OD framework.

Governance & Policy Integration

• Establish governance frameworks ensuring all job descriptions, grading, and role evaluations align with company policy and regulatory requirements.
• Develop toolkits and guidelines for managers to understand and apply OD and job architecture principles consistently.
• Act as custodian for role-based documentation, ensuring job descriptions remain accurate and relevant.

Stakeholder Engagement & Collaboration

• Partner with internal stakeholders (HR, Finance, IT, and Operations) to ensure organizational design and job architecture are integrated into all business processes.
• Act as a subject-matter expert and advisor to senior leadership on job evaluation, design principles, and organizational development.
• Liaise with external consultants, benchmarking bodies, and regulatory agencies to ensure practices remain competitive and compliant.

Leadership & Team Development

• Provide guidance, mentorship, and knowledge transfer to group HR teams.
• Foster a culture of collaboration, innovation, and continuous improvement in OD practices and job architecture frameworks.

General

• Uphold company values throughout business practices and utilize sound judgment in decision making.
• Any other additional duties as may be required by management based on needs of the business.

Position Requirements

Minimum Experience Required

• A minimum of 5-7 years in Human Resources with specialization in organizational design, job architecture, or transformation.
• Proven track record of implementing job evaluation frameworks and organizational development interventions.

Minimum Required Qualifications

• Bachelor’s degree in HR, Business Administration, or Organizational Psychology.
• Master’s degree in Human Resources, Organizational Development, or Business Strategy preferred.

Skills/Attributes/Competencies

• Strong expertise in job architecture, job evaluation methodologies, and organizational design frameworks.
• Advanced analytical ability to interpret workforce data and structural efficiency.
• Deep understanding of competency frameworks, grading systems, and workforce planning tools.
• Exceptional communication, facilitation, and stakeholder management skills. • Strategic mindset with strong execution

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