Associate Director, Organisational Design

Purpose of Job 

The Associate Director, Organisational Design manages the Bank’s Organisational Design function. The role holder is a Subject Matter Expert in Organisation Design (OD), responsible for establishing and monitoring a Bank-wide operating model underpinned by a set of OD principles, managing significant organisational reviews and supporting HROD with the implementation of relevant elements of its transformation and change projects. The role is responsible for improving OD knowledge and capability both within HROD and in the business.

Accountabilities & Responsibilities

Organisational Design and Change

• Provide advice and Bank-wide organisational design / consultancy services drawing on in-depth professional expertise and experience and up to date external insight covering:
• Full operating model design (structure, governance, processes, ways of working, people practices and metrics where available), including at the Bank-wide level.
• Resolving business issues and meeting business opportunities through exploration of appropriate levels of decentralisation and improved consistency and efficiency of organisation design.
• Targeted restructuring (structure redesign, organisational design scenarios, ways of working and mobility resulting from operating model changes).
• High-level process redesign resulting from operating model changes (major process re-design projects are led by the Group Transformation team).
• Advice to other Bank-wide projects/programmes which require organisational, ways of working or behavioural changes to be successfully implemented.
• Manages large, high-risk projects and/or a number of smaller, less complex ones dependent on prioritisation, leading the direction, management and implementation of projects working in partnership with Sponsors, Senior Responsible Owners, HR Business Partners and other pertinent stakeholders. This includes, but is not limited to, scoping, current state analysis, future state design, stakeholder engagement and consultation, supporting the approval process, overseeing execution, implementation of timetables, identification and monitoring of associated financial and non-financial benefits, reporting on the status of the project, active follow up and effective resolution of issues, providing change management strategies, stakeholder analysis and communication plans.
• Acts as a representative of HROD with the Bank’s Senior Management and other stakeholders, and develops strong internal networks to enable organisation change and influence the change of behaviour across the Bank by demonstrating leadership and ability to maintain credibility, trust and support.
• Contributes to HROD-related sections of strategic and operational documents and processes, such as the Strategic and Capital Framework (SCF) and the Strategy Implementation Plan (SIP).
• Supports the MD, HROD, Corporate Strategy and other departments across the Bank in responses to external requests for information as relate to organisation design, workforce or operating models (e.g. on the European Financial Architecture for Development).
• Maintains knowledge of external changes in specialist areas and the future of work, as well as an external network of organisation design specialists to ensure that the Bank is aware of and aligned with best practice where possible.
• Drives the development of best practices (relevant Policy, Guidelines, Processes, Tools) providing practical and innovative solutions to the Bank, as well as the development of organisation design capability both with HROD and across the Bank.

HR Transformation

• Contributes effectively in shaping HROD’s People Strategy and operating model, including the alignment of HROD’s work and skills with the strategic needs of the Bank.
• Advises HRMT on how HROD should organise itself to deliver on the commitments set out as well as the key business demands, such as priorities set out in the SCF.

• Delivers key projects to deliver on commitments made in any People Strategy.

Relationship Management and Communication

• Develops trusted, credible relationships with senior management from Director level and above in order to understand the differing operating contexts and organisational challenges and to support successful implementation of organisation and associated cultural or behavioural changes.
• Partners with HR Business Partners on organisation design and workforce planning.

Continuous improvement

• Drives continuous improvement by proactively providing advice across HROD to support workforce planning, ensuring new HR products and processes are thoughtfully designed and implemented and input into relevant change requests for HR’s core technology applications.

This job description is not limited to the responsibilities listed and the incumbent may be requested to perform other relevant duties as required by business needs.

Knowledge, Skills, Experience & Qualifications

• Relevant degree, or equivalent experience.
• Deep subject matter expertise in organisation design.
• Ability to deliver and work independently, manage a team and work under general direction.
• Proven ability to plan, organise and, integrate diverse initiatives over a significant period of time (2-3 years).
• Ability to think strategically, but understand how to implement practically.
• Strong consultative and negotiation skills combined with the demonstrated ability to successfully manage internal politics.
• Demonstrated ability to identify and influence behavioural change across all levels within the organisation.
• Excellent communication and influencing skills, including the ability to build credibility quickly and partner at all levels of the organisation.
• Resilience and experience operating in unstructured environments with high levels of ambiguity, dealing with demanding and fast-paced teams.
• Proactive, problem solving approach combined demonstrated ability to challenge in order to deliver business results and support commercial decision making.
• Demonstrated experience achieving deliverables through people.
• Proven extensive track record of project management, delivering change programmes and organisation design interventions.
• Expertise in at least one other specialism, such as business process improvement, change management, systems redesign or implementation, or strategic workforce planning.  

                Preferable

• Experience working in a large multinational consultancy.
• Experience operating on HR transformation projects.

Please be advised internal applicants are only eligible to apply once the probation period in your current role has been passed.

Please note that CCTs and applicants working directly for a Board office can only apply for jobs advertised via the external website.

Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration).