Assistant Manager, Organizational Design & Efficiency

Transguard Workforce Solutions continues to lead the UAE market as a trusted partner for innovative and fully integrated HR services. With more than a decade of experience and a highly skilled team, we are proud to support organizations across the region with tailored workforce solutions. We are currently hiring an Assistant Manager, Organizational Design & Efficiency on behalf of a prestigious client, based in their Dubai office. Job Purpose: • To drive organizational efficiency and structural integrity across the Bank by implementing, and governing organizational design principles, frameworks, and standards. • The role serves as the central governance and control function for organizational structures, ensuring that all proposed changes are appropriately assessed, aligned with approved design principles, and accurately reflected across organizational systems and employee records. • Working closely with HR Business Partners, the role provides an independent second layer of review and challenge to support consistent, efficient, and sustainable organizational design decisions. Job Responsibilities: 1. Organizational Design Framework & Governance • Support the development, implementation, and continuous enhancement of the Bank’s organizational design principles, frameworks, policies, and governance standards. • Act as the custodian of the approved organizational structure, ensuring consistency and adherence to established design principles. • Establish clear guidelines and controls governing the creation, modification, consolidation, and elimination of organizational units, departments, reporting lines, and roles. • Ensure proposed structural changes are aligned with the Bank’s operating model, strategic priorities, and organizational design standards. • Identify structural inconsistencies, duplication of responsibilities, excessive management layers, and opportunities to improve organizational efficiency. • Maintain appropriate governance, documentation, and approval controls for all organizational changes. 2. Organizational Structure Review & Control • Act as the central gatekeeper for proposed organizational structure changes, providing an independent second layer of review following HRBP assessment. • Review proposals for new departments, units, positions, reporting lines, and structural realignments to ensure alignment with approved organizational design principles. • Challenge proposed changes where necessary, assessing their rationale, structural implications, efficiency, and alignment with existing organizational arrangements. • Evaluate spans of control, management layers, role duplication, reporting relationships, and organizational complexity. • Work closely with HRBPs to identify alternative structural solutions that enhance efficiency while meeting business requirements. • Ensure organizational changes are supported by appropriate business justification, documentation, and approvals before implementation. 3. Job Architecture, Job Descriptions & Evaluation • Support the implementation and ongoing governance of the Bank’s job architecture framework, including job families, sub-families, career levels, and job classifications. • Review new and revised job descriptions to ensure consistency in role purpose, accountabilities, scope, and alignment with the approved job architecture. • Assess requests for new roles to determine whether responsibilities can be accommodated within existing positions or require the creation of a new role. • Conduct or coordinate job evaluations in accordance with the approved methodology, ensuring consistency in job sizing, classification, and grading. • Identify overlapping responsibilities, role duplication, and inconsistencies in job descriptions across departments. • Maintain a centralized and updated repository of approved job descriptions, job classifications, and role profiles. • Ensure changes to roles, job titles, and reporting relationships comply with established governance and approval requirements. 4. Organizational Data Integrity & Systems Governance • Ensure all approved organizational changes are accurately and promptly reflected in the Bank’s HR systems and organizational records. • Oversee the accuracy and consistency of organizational structures, reporting lines, position hierarchies, job titles, job codes, grades, and employee assignments. • Coordinate with HR Operations, HR Systems, and relevant stakeholders to ensure approved changes are implemented correctly. • Establish validation and reconciliation controls between approved organizational structures and HR system records. • Conduct periodic reviews and audits to identify discrepancies, outdated structures, or inconsistencies in organizational and employee data. • Maintain an accurate and up-to-date organizational structure repository, ensuring a reliable source of information for workforce reporting and decision-making. 5. Stakeholder Management & Advisory • Partner closely with HRBPs to review and assess organizational design proposals before submission for formal approval. • Provide guidance to HRBPs and business stakeholders on organizational design principles, role creation, job evaluation, and structural governance. • Collaborate with Talent Acquisition, Compensation & Benefits, HR Operations, and HR Systems to ensure alignment across job architecture, workforce planning, and employee records. • Support the preparation of organizational design recommendations and governance reports for senior management. • Facilitate awareness and consistent application of organizational design standards across HR and the business. Skills & Requirements: Education • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline. • Professional HR qualification or certification in organizational design, job evaluation, or job architecture is an advantage. Experience • Min 5 years of relevant HR experience, with demonstrated exposure to organizational design, job evaluation, HR governance, or workforce planning. • Experience reviewing organizational structures, job descriptions, reporting relationships, and job classifications. • Knowledge of job evaluation methodologies, organizational design frameworks, and HR systems. • Experience in banking or another complex, regulated organization is preferred.

Min 5 years of relevant HR experience, with demonstrated exposure to organizational design, job evaluation, HR governance, or workforce planning. Experience reviewing organizational structures, job descriptions, reporting relationships, and job classifications. Knowledge of job evaluation methodologies, organizational design frameworks, and HR systems. Experience in banking or another complex, regulated organization is preferred. Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline. Professional HR qualification or certification in organizational design, job evaluation, or job architecture is an advantage.

1. Organizational Design Framework & Governance: Support development, implementation, and enhancement of the Bank’s organizational design principles, frameworks, policies, and governance standards. Act as custodian of the approved organizational structure; establish guidelines and controls for creation, modification, consolidation, and elimination of units, departments, reporting lines, and roles. Ensure alignment with operating model, priorities, and standards. Identify inconsistencies, duplication, excessive management layers, and opportunities to improve efficiency. Maintain governance, documentation, and approval controls for all changes. 2. Organizational Structure Review & Control: Serve as central gatekeeper for proposed changes; provide independent review after HRBP assessment. Review proposals for new departments, units, positions, reporting lines, and realignments for alignment with design principles. Challenge changes for rationale, efficiency, and alignment. Evaluate spans of control, management layers, role duplication, reporting relationships, and complexity. Work with HRBPs to identify alternative solutions. Ensure changes have justification, documentation, and approvals. 3. Job Architecture, Job Descriptions & Evaluation: Support governance of job architecture framework including families, sub-families, career levels, and classifications. Review job descriptions for consistency; assess requests for new roles; conduct or coordinate job evaluations per approved methodology; identify overlaps and inconsistencies; maintain centralized repository of descriptions and classifications; ensure changes comply with governance. 4. Organizational Data Integrity & Systems Governance: Ensure approved changes are reflected in HR systems and records; oversee accuracy of structures, reporting lines, hierarchies, titles, codes, grades, and assignments; coordinate with HR Operations, HR Systems, and stakeholders; establish validation controls; conduct periodic reviews to identify discrepancies; maintain up-to-date repository for reporting. 5. Stakeholder Management & Advisory: Partner with HRBPs to review proposals; provide guidance on principles, role creation, evaluation, and governance; collaborate with Talent Acquisition, Compensation & Benefits, HR Operations, and HR Systems for alignment; prepare design recommendations and governance reports for senior management; promote consistent application of standards across HR and business.