Senior Associate - Human Resource - Organization Transformation

Key Responsibilities

Organisation Design :

• Support the global organisation design agenda, including organisational design models, frameworks, and tools to deliver high-impact workshops that result in strategically aligned organisational structures.
• Collaborate with Regions, Presidents, and ExCo leaders to understand process challenges and organisational flows; prepare mitigation plans to help arrive at agreed outcomes.
• Translate global business strategies into agile organisational designs; partner with business and HR leaders to diagnose and assess organisational performance needs and develop innovative structures that deliver customer and financial results.
• Partner with the Strategy Team to support global organisation design, roles and responsibility split, and associated capabilities.
• Build the right tools and processes to ensure ongoing alignment.
• Spearhead the creation of SOPs, operating models, structures, and RACIs/job descriptions for expanded or new roles across the organisation.
• Ensure a strong and consistent focus on internal customer satisfaction throughout all organisation design work.

Human Capital Data & Talent Management :

• Own consistency and availability of data, strengthening control over human capital - including people costs, global vs. regional vs. local workforce distribution, as well as hiring and attrition.
• Collaborate with Regions, Global Functions, Digital HR Lead, and Talent Management team to ensure data consistency and availability.
• Contribute to the monthly HC dashboard, including diversity trends, attrition analysis, and internal movement reporting, to inform organisation design decisions.

Change Management :

• Serve as the Change Management champion by leading, engaging, and collaborating with all Presidents, ExCo leaders, and Regional HR Leaders.
• Create robust Change Management plans, align all critical stakeholders, and drive seamless implementation across the organisation.
• Drive cultural change to align culture to strategy; own the performance review strategy and develop and deliver change interventions to foster a high-performing culture across the organisation.
• Lead programmes through active collaboration with Regional HR Leaders to ensure smooth implementation of agreed change initiatives.
• Drive design changes across the enterprise using proven change management methodology, monitoring progress and providing status reporting to the HR Transformation Senior Manager.

Transformation Projects :

• Support, as HR stakeholder, people-related transformation projects across different functions.
• Provide strong support from design to steady-state of the Global Business Center implementation project.