Director - Organizational Development

The Director – Organizational Development provides enterprise-wide leadership on organizational design, workforce planning, and OD foundations across the group and its subsidiaries. The role ensures that organizational structures, roles, governance, and workforce capacity are aligned to business priorities, capital programs, and long-term growth ambitions. The role owns the organization’s OD frameworks, job architecture, grading standards, and job evaluation governance, ensuring internal equity, role clarity, scalability, and operating effectiveness. The Director leads the setup of OD foundations for new subsidiaries and business verticals, including structures, job frameworks, and workforce models, and provides governance oversight for structural changes across the group. As a strategic advisor to senior leadership and HR, the Director partners closely with Strategy, Finance, HRBPs, and business leaders to integrate workforce and organizational considerations into enterprise strategy, transformation programs, and growth initiatives. The role contributes to target operating model (TOM) development initiatives. The Director also builds and leads the Organizational Development function, setting delivery standards, governance processes, and quality controls, and developing OD capability, tools, and knowledge assets to ensure high-impact, analytically rigorous delivery. Requirements Scope / Responsibilities Enterprise Organizational Design & TOM Leadership - Lead the design and continuous evolution of enterprise and functional target operating models (TOMs) aligned to strategy, growth plans, and operating context. - Establish and govern organizational design frameworks, principles, and standards to ensure scalability, clarity of accountability, and operational effectiveness. - Sponsor major restructuring, transformation, and capability-led design initiatives across corporate, business, and development functions. - Oversee the design of organization structures, reporting lines, role charters, and governance forums to enable decision velocity and execution discipline. - Guide leadership teams through structural scenario modeling and future-state organization design. OD Foundations for Group Companies & Subsidiaries - Lead the setup of OD foundations for new subsidiaries and group entities, including structure, grading architecture, job frameworks, and workforce models. - Ensure consistent application of group-wide OD standards while allowing for contextual flexibility across entities. - Partner with business and HR leadership to support post-merger integration, spin-offs, and new business vertical launches. - Provide governance oversight for structural changes across the group to ensure alignment with enterprise design principles. Organizational Structure Effectiveness - Oversee analysis of spans of control, workforce layering, and reporting lines to optimize leadership bandwidth, cost-effectiveness, and agility. - Validate alignment between organizational structures, strategy, and operational delivery models. - Lead enterprise-wide organizational diagnostics and effectiveness assessments. - Approve and sponsor structural recommendations for leadership decision-making. Strategic Workforce Planning Leadership - Own the enterprise workforce planning framework and annual/multi-year planning cycles in partnership with HRBPs and Finance. - Ensure workforce supply–demand alignment to strategic priorities, major programs, and capital plans. - Review and endorse workforce scenarios, capacity models, and productivity assumptions. - Escalate material workforce risks and resourcing constraints to executive leadership. Job Architecture, Grading & Evaluation Governance - Govern enterprise job architecture, grading standards, and job evaluation methodologies. - Ensure equity, internal consistency, and market alignment across roles and functions. - Approve complex or sensitive role designs and grading outcomes. - Ensure role clarity and structural integrity across growth and transformation phases. Stakeholder Leadership & Advisory - Act as a strategic advisor to ExCo, business unit heads, and HR leadership on organizational effectiveness and structural design. - Partner closely with Finance, Strategy, and HRBPs to integrate workforce, cost, and operating model considerations. - Represent OD in enterprise transformation and growth initiatives. - People Leadership & OD Capability Building - Lead, mentor, and develop Senior Managers and the broader OD team. - Build OD capability, tools, and knowledge assets across the function. - Set delivery standards, quality controls, and governance processes. - Drive a culture of analytical rigor, partnership, and business impact. - Experience & Profile (Indicative) - Minimum 12 years’ experience in Organizational Development, Operating Model Design, or Strategic HR roles. - Proven experience in target operating model (TOM) design and enterprise transformation. - Hands-on experience in settin

Minimum 12 years’ experience in Organizational Development, Operating Model Design, or Strategic HR roles. Proven experience in target operating model (TOM) design and enterprise transformation. Hands-on experience in setting up OD foundations for new subsidiaries and group entities; governance oversight for structural changes across the group. Strong partnership with Finance, Strategy, HRBPs, and senior leadership. Ability to lead and develop an OD team; deliver analytically rigorous and impactful outcomes.

Lead the design and continuous evolution of enterprise and functional target operating models (TOMs) aligned to strategy, growth plans, and operating context. Establish and govern organizational design frameworks, principles, and standards to ensure scalability, clarity of accountability, and operational effectiveness. Sponsor major restructuring, transformation, and capability-led design initiatives across corporate, business, and development functions. Oversee the design of organization structures, reporting lines, role charters, and governance forums to enable decision velocity and execution discipline. Guide leadership teams through structural scenario modeling and future-state organization design. Lead the setup of OD foundations for new subsidiaries and group entities, including structure, grading architecture, job frameworks, and workforce models. Ensure consistent application of group-wide OD standards while allowing for contextual flexibility across entities. Partner with business and HR leadership to support post-merger integration, spin-offs, and new business vertical launches. Provide governance oversight for structural changes across the group to ensure alignment with enterprise design principles. Oversee analysis of spans of control, workforce layering, and reporting lines to optimize leadership bandwidth, cost-effectiveness, and agility. Validate alignment between organizational structures, strategy, and operational delivery models. Lead enterprise-wide organizational diagnostics and effectiveness assessments. Approve and sponsor structural recommendations for leadership decision-making. Own the enterprise workforce planning framework and annual/multi-year planning cycles in partnership with HRBPs and Finance. Ensure workforce supply–demand alignment to strategic priorities, major programs, and capital plans. Review and endorse workforce scenarios, capacity models, and productivity assumptions. Escalate material workforce risks and resourcing constraints to executive leadership. Govern enterprise job architecture, grading standards, and job evaluation methodologies. Ensure equity, internal consistency, and market alignment across roles and functions. Approve complex or sensitive role designs and grading outcomes. Ensure role clarity and structural integrity across growth and transformation phases. Act as a strategic advisor to ExCo, business unit heads, and HR leadership on organizational effectiveness and structural design. Partner closely with Finance, Strategy, and HRBPs to integrate workforce, cost, and operating model considerations. Represent OD in enterprise transformation and growth initiatives. Lead, mentor, and develop Senior Managers and the broader OD team. Build OD capability, tools, and knowledge assets across the function. Set delivery standards, quality controls, and governance processes. Drive a culture of analytical rigor, partnership, and business impact.