Goal

The Senior Workforce Architecture & Effectiveness Advisor provides advanced advisory and analytical support across organization design, job architecture and evaluation, strategic workforce planning, skills architecture and people analytics. The role establishes and supports governance for organizational, job and workforce changes and develops, reviews and maintains accurate, consistent and current job descriptions aligned with the job architecture and evaluation methodology. The role integrates workforce and business information to evaluate structures, roles, workforce capacity, workload drivers, capabilities and costs. It develops dashboards, workforce scenarios and evidence-based recommendations that support organizational effectiveness, resource optimization and short-, medium- and long-term workforce decisions.

Exercises significant independence with minimal supervision and determines the appropriate approach to multi-step and interdependent assignments. Sets and manages own priorities in alignment with team objectives while balancing conflicting stakeholder demands and deadlines. Applies broad functional expertise and sound judgement to develop solutions to moderately complex issues, is accountable for own results and contributions to wider team outcomes, and influences peers, managers and stakeholders through expertise and constructive challenge. The role affects functional performance and risk and contributes to strategy execution and refinement.

Role

• Organization Design and Effectiveness
• Job Analysis and Job Evaluation
• Job Architecture and Career Pathways
• Skills and Competency Architecture
• Strategic Workforce Planning
• Workforce Scenario Modelling and Decision Support
• People Analytics and Workforce Insights
• Workforce Dashboards and Business Reporting
• Workforce Cost and Resource Optimization
• Stakeholder Advisory
• Workforce Architecture Data and Documentation
• Governance and Change Control
• Implementation Monitoring
• Methodology and Process Improvement
• Performance Management
• Operational Compliance
• Personal Capability Building

Responsibilities

• Participate pro-actively in performance management activities, including continuous goal setting, continuous performance conversation and development activities to support increasing performance of the organization.
• Ensure regular updates through reporting, presentations and line managers update meetings to ensure status reporting and information sharing.
• Provide mentorship, supporting the professional development of less experienced team members.
• Oversee external party work
• Perform other miscellaneous duties as directed by line Managers
• Conduct job-scope interviews and analyze new or materially changed roles.
• Draft, review and maintain job descriptions in line with approved standards.
• Conduct Korn Ferry job evaluations and prepare supporting evaluation documentation.
• Review and prioritize workforce architecture, organization design, job evaluation and workforce-planning activities.
• Conduct job-scope interviews and draft, review and maintain job descriptions.
• Perform Korn Ferry job evaluations and prepare supporting recommendations and documentation.
• Review organizational structures, accountabilities, layers, spans of control and reporting relationships.
• Map positions to approved job families, job ladders, career pathways and skills frameworks.
• Analyze workforce capacity, staffing levels, workload drivers, productivity and workforce costs.
• Develop and maintain dashboards integrating workforce, operational and business-performance information.
• Develop and run workforce scenarios for growth, restructuring, attrition, automation and efficiency initiatives.
• Advise stakeholders and prepare evidence-based recommendations for management and governance bodies.
• Maintain workforce architecture records and monitor the implementation and effectiveness of approved initiatives.

General Education

Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, Organization Development, Data Analytics or a related discipline.

In lieu of a formal university degree, substantial and progressively responsible professional experience within the relevant Job Family (i.e. HR, Data Science, Business Administration Planning) may be considered equivalent, provided the candidate demonstrates the required proficiency expected.

General Experience

Typically requires 8+ years of relevant work experience when supported by a completed university degree.

• Demonstrated experience conducting job analysis and Korn Ferry job evaluations and developing and maintaining job descriptions.
• Strong experience designing and maintaining job families, job ladders, career pathways, skills and competency taxonomies.
• Strong experience analyzing workforce capacity, staffing levels, workload drivers, productivity indicators and workforce costs.
• Experience developing workforce dashboards and integrating HR data with operational, financial and business-performance information.
• Proven ability to translate complex workforce analysis into clear recommendations for management and governance bodies.