Organisational Effectiveness Manager

Overview

• Lead strategic workforce planning to identify future skills, capabilities and workforce needs.
• Shape and deliver enterprise-wide SWP cycles aligned to business planning.
• Provide expert guidance to HRBPs and leaders on SWP frameworks and methodologies.
• Develop workforce scenarios (build, buy, borrow, automate) to address capability gaps.
• Lead the design of future-state structures, governance and accountabilities aligned to business strategy.
• Translate strategic change into clear organisation design solutions (structures, decision rights, ways of working).
• Deliver evidence-based, commercially viable designs that drive efficiency and sustainable outcomes.
• Integrate organisation design, operating model and workforce strategy into cohesive solutions.
• Diagnose organisational challenges and implement targeted interventions.
• Act as a trusted advisor on organisation effectiveness and workforce decisions.
• Lead or support delivery of organisational change initiatives.
• Drive adoption and embed sustainable change, managing risks and resistance.
• Partner with senior leaders to shape strategy, providing insight, challenge and expert advice.
• Translate complex concepts into clear, actionable recommendations and influence without authority.
• Contribute to OE frameworks, tools and methodologies.
• Act as a subject matter expert and coach others to build organisational effectiveness capability.

Requirements

• Experience looking 3–5+ years ahead, translating business strategy into clear workforce implications, rather than focusing primarily on short-term staffing or scheduling.
• The ability to identify how the workforce needs to evolve, including future skills, capabilities, and critical roles required to deliver long-term strategic outcomes.
• Strong experience in developing strategic workforce plans, including shaping workforce scenarios and defining how future demand will be met through a mix of building, buying, borrowing, or automating capability.
• Confidence working with senior stakeholders to challenge thinking, influence decisions, and bring clarity to complex, ambiguous workforce problems.
• A track record of coordinating or leading enterprise-wide workforce planning approaches, bringing together insight from across multiple business areas into a coherent, organisation-wide view.
• The ability to move beyond data and analysis to translate insight into clear, practical actions, such as capability-building, talent strategies, or structural interventions.