Manager Organizational Effectiveness

Role Purpose

This role drives operating model transformations, workforce strategies, manpower planning cycles, and critical organizational changes that support the Group’s strategic objectives and elevate overall organization effectiveness. The role partners across CoEs, Digital, Business, and Entity HR teams to co-create scalable, efficient, and future-ready solutions.

An understanding of project-based organizational structures and matrixed delivery models is key, as the role must support setups where resources shift dynamically across projects, programs, or business lines.

Key Responsibilities 1. Workforce Planning & Resource Modelling

• Build and continuously refine workforce planning models, tools, and templates to support annual and long-term headcount planning across the Group.
• Translate business strategy into workforce scenarios and actionable manpower plans.
• Guide entity HR teams in applying Group workforce planning frameworks and ensure alignment in assumptions, logic, and process.
  
  

• Design future-state organizational structures aligned with business strategy, operating model principles, and workforce needs.
• Drive structural reviews, reorg projects, and position management frameworks in close coordination with entities and HRBPs.
• Support M&A or new venture setup through due diligence and post-merger structural alignment.
  
  

• Continuously improve Organizational Effectiveness and workforce planning processes, playbooks, and templates to enhance quality, efficiency, and scalability.
• Lead internal initiatives to codify knowledge, streamline workflows, and standardize deliverables across the Organizational Effectiveness team.
  
  

• Partner with multiple Human Capital CoEs, Digital, and Business teams to integrate OE solutions into broader Human Capital and enterprise level programs.
• Liaise with entity HRBPs to support implementation, provide advisory, and extract data or insights for Group-level analyses.
  
  

• Bachelor’s degree in Industrial Engineering, Business Administration, Organizational Development, or a related field.
• Master’s degree is preferred.
• Minimum 6 - 10 years of experience in organizational development, restructuring, or related areas.
• Proven expertise in operating model design, organizational design, and strategic workforce planning.
• Experience in M&A due diligence and integration.
• Experience working within or supporting project-based organizations, including familiarity with matrixed reporting, resource deployment models, and the implications these have on structure, governance, and workforce planning.
• Significant exposure to transformational change initiatives in fast-paced environments.
• Strong background in consulting with senior business leaders on strategic organizational challenges, preferably in a professional services or management consulting setting.
  
  

• Excellent analytical and problem-solving skills; fluency with Excel, modeling tools, and workforce planning methodologies.
• Strong facilitation and stakeholder engagement abilities — able to navigate diverse viewpoints and build alignment.
• Process-oriented mindset with a knack for identifying improvement opportunities.
• Agile and structured thinker with the ability to manage multiple priorities in a dynamic environment.
• Strong communication skills and ability to influence across levels and functions.