Organisational Design Specialist

Role Overview

The Organisational Design Specialist is responsible for driving organisational effectiveness through the design, review, and optimisation of organisational structures, workforce planning frameworks, succession planning initiatives, and talent strategies.

The role supports business performance by ensuring structures, people capabilities, and workforce strategies are aligned to organisational goals and operational requirements.

The incumbent will partner with leadership to improve efficiency, role clarity, accountability, employee effectiveness, and long-term talent sustainability across the organisation.

Key Responsibilities

• Performance Management
• Organisational Design & Effectiveness
• Workforce Planning
• Succession Planning & Talent Management
• HR Analytics & Reporting
• Stakeholder Engagement & Consulting
• Retention & Employee Effectiveness

1. Performance Management & KPI Optimisation

• Lead and manage the performance management process in line with policy and timelines.
• Facilitate development and alignment of KPIs and performance objectives.
• Support compilation and review of performance profiles across divisions.
• Coach managers on performance conversations and accountability.
• Provide guidance on development plans and interventions.
• Manage and review the Performance Management process in accordance with agreed schedules and policies.
• Provide guidance on implementation of personal development plans and training interventions.

2. Organisational Design & Effectiveness

• Analyse and evaluate current organisational structures to identify inefficiencies, duplication, gaps, and optimisation opportunities.
• Design fit-for-purpose organisational structures aligned to business strategy and operational requirements.
• Conduct span of control and layer analysis to improve organisational efficiency.
• Facilitate organisational restructuring and transformation initiatives.
• Develop and maintain organisational charts and role alignment frameworks.
• Support role clarification and accountability mapping across departments.
• Drive organisational effectiveness initiatives to improve productivity and operational performance.
• Ensure organisational design principles align with governance and business objectives.

3. Workforce Planning

• Conduct workforce planning analysis to identify current and future talent requirements.
• Analyse workforce trends including headcount, attrition, productivity, and workforce risks.
• Support strategic workforce planning processes.
• Identify critical and scarce skill roles within the organisation.
• Develop workforce optimisation recommendations based on business needs and operational trends.

4. Succession Planning & Talent Management

• Identify critical roles.
• Facilitate succession planning processes across critical business functions.
• Identify high-potential talent through talent review frameworks and performance assessments.
• Support implementation of talent mapping and leadership pipeline initiatives.
• Develop succession readiness reports and talent risk analysis.
• Collaborate with leadership to create development plans for succession candidates.
• Monitor succession coverage and bench strength across key positions.

5. HR Analytics & Reporting

• Develop and maintain organisational and workforce dashboards using tools such as Power BI and Advanced Excel.
• Analyse HR and workforce data to identify trends, risks, and strategic opportunities.
• Generate organisational effectiveness reports and management insights.
• Track and report on key organisational metrics and KPIs.
• Support data-driven decision-making through accurate workforce analytics.

6. Stakeholder Engagement & Consulting

• Partner with business leaders to understand operational challenges and organisational needs.
• Facilitate discussions and workshops relating to organisational effectiveness and workforce planning.
• Provide organisational design recommendations to leadership teams.
• Engage employees and managers during organisational change initiatives.
• Support change management and communication activities linked to organisational transformation.

7. Retention & Employee Effectiveness

• Support initiatives aimed at improving employee retention and engagement.
• Analyse turnover trends and provide retention recommendations.
• Identify organisational barriers impacting employee performance and effectiveness.
• Contribute to strategies that improve leadership capability and employee experience.

Requirements

Education:

• Bachelor’s degree in Human Resources, Industrial Psychology, or related field.

Minimum 10 Years’ Experience In:

• Organisational Design
• Organisational Development
• Workforce Planning
• Talent Management
• HR Analytics
• Organisational Effectiveness

Exposure To:

• Organisational restructuring
• Succession planning
• KPI implementation
• Dashboard development
• Stakeholder engagement
• Change management
• Talent reviews

Technical Competencies

• Advanced Microsoft Excel / Power BI or similar reporting tools (Advantageous)
• Solid experience with Sage 300
• HR metrics and analytics
• Organisational design methodologies
• Workforce planning frameworks
• Succession planning models (9-Box Grid)
• Job evaluation and role analysis
• Data interpretation and reporting

Behavioural Competencies

• Strong analytical and strategic thinking abilities
• Effective problem-solving and decision-making skills
• Excellent communication and stakeholder engagement capability
• Strong consulting, influencing, and interpersonal skills
• High attention to detail and business acumen
• Emotionally intelligent and adaptable to change

Key Competencies

• Strategic thinking and business acumen
• Strong analytical and problem-solving skills
• Influencing and stakeholder management
• Coaching and mentoring capability
• High level of resilience and adaptability
• Strong communication and interpersonal skills