At a Glance
- Tasks: Lead the evolution of work and talent strategies in an AI-driven environment.
- Company: Join Smith+Nephew, a tech innovator dedicated to enhancing lives.
- Benefits: Enjoy competitive pay, flexible work, and comprehensive health benefits.
- Other info: Be part of a vibrant community with excellent growth opportunities.
- Why this job: Shape the future of work while making a real impact on organisational design.
- Qualifications: Expertise in digital talent landscapes and strategic workforce planning required.
The predicted salary is between 60000 - 80000 £ per year.
Life Unlimited. At Smith+Nephew we design and manufacture technology that takes the limits off living. The Future of Work and Organisational Design Director is a strategic, enterprise-critical role responsible for shaping how work, talent, and organisational models evolve in an AI-enabled environment. Working across HR, Technology, and Business leadership, the role translates complex workforce and digital talent needs into clear, actionable strategies—connecting talent strategy, organisational design, and workforce planning and transformation and technology to ensure we are prepared for emerging trends (including AI augmentation, evolving employee experience, and new models of work) to accelerate business outcomes.
At the same time, the role defines and embeds enterprise-wide organisational design frameworks, ensuring scalable, consistent approaches to skills-based, AI-enabled workforce transformation.
What will you be doing?
As a key part of the initial remit of this position, the incumbent will lead the Digital Talent Win Room as a core operating model from day one. In this role, they will partner across HR COEs to create the vision and roadmap for an evolved digital talent experience. They will then lead the delivery of these enhancements and ensure execution of solutions to drive a candidate-centric, agile talent activation engine that delivers evolving business priorities. Success in this role is defined by the ability to mobilize talent at pace, build sustainable operating models, and embed future-of-work practices that enhance organizational agility, capability, and long-term performance.
- Oversee the DTWR for a six-month period included managing an agile interim cross-Center of Excellence team comprising approximately five CoE leads, such as a Scrum Master, AI People Partner, Recruiters, SWP Analyst, and Onboarding Specialist.
Digital Talent Win Room Leadership
- Set and evolve DTWR vision, roadmap, and value proposition aligned to enterprise priorities.
- Own end-to-end delivery of digital talent outcomes from demand through deployment.
- Lead cross-CoE agile pod and manage backlog, priorities, and delivery rhythm.
- Embed a candidate-centric, design-led approach to talent solutions.
- Define and track DTWR KPIs and communicate progress to stakeholders.
- Act as integrator across HR, digital, and business stakeholders.
- Bring Pod level observations into AI Realization Office (PMO) discussions.
Cross-CoE Talent Strategy & Partnership
- Partner across TA, SWP, AI People Partner and CoEs to deliver integrated talent strategies aligned to macro trends (AI, automation, gig economy, skills-based models, etc).
- Translate business priorities into build, buy, borrow, bind, bot talent plans.
- Build trusted relationships across enterprise stakeholders.
- Connect talent, organisation design, and transformation priorities.
Enterprise Organisational Design & Future of Work
- Design enterprise-wide organisation frameworks integrating human and AI roles.
- Translate DTWR insights into scalable organisation design standards and toolkits.
- Define future-of-work models including hybrid and AI-augmented roles.
- Align organisation design with talent strategy and workforce planning.
Agile Delivery & Value Realisation
- Embed product owner discipline including backlog, sprints, and stakeholder reviews.
- Define and measure business value of talent interventions.
- Continuously improve solutions based on user feedback.
- Foster agile, high-performance team culture.
Governance & Capability Enablement
- Establish governance, decision rights, and design standards.
- Build capability across HRBPs and leaders through tools and coaching.
- Ensure consistent application across enterprise.
- Contribute to enterprise workforce strategy and insights.
Success Outcomes:
- DTWR operates as a high-impact, scalable talent engine delivering measurable outcomes.
- Organisation design frameworks (human + AI) are embedded and consistently applied.
- Strong cross-functional partnerships enable rapid, aligned decisions.
- Talent, organisation design, and workforce planning are fully integrated.
- Organisation demonstrates increased agility and capability deployment.
What will you need to be successful?
- Deep expertise in digital, data, AI/ML and product talent landscapes.
- Talent supply strategy (internal mobility, hiring, ecosystem partnerships).
- Organisational design & workforce architecture (roles, structures, spans/layers).
- Strategic workforce planning inputs (skills taxonomy, segmentation, future roles).
- Talent analytics and insight generation (pipeline, velocity, capability gaps).
- Transformation programme delivery (e.g. digital/AI, agile working).
- Strategic Thinking & Innovation – Translates complexity into clear direction while bringing creativity to reframe problems and shape forward-looking solutions.
- Decision Making & Judgement – Exercises sound judgement and makes timely, high-quality decisions in ambiguous or evolving situations.
- Critical Thinking & Problem Solving – Interprets complex information, challenges assumptions, and drives clear, insight-led action.
- Influencing & Stakeholder Leadership – Builds alignment and drives outcomes across senior stakeholders in a matrixed environment.
- Delivery Discipline & Accountability – Drives execution with pace and rigour, taking ownership for outcomes and demonstrating strong ethical accountability.
- Adaptability & Learning Agility – Responds effectively to change, feedback, and new information, continuously evolving approach and thinking.
- Communication Impact – Translates complex workforce and organisational topics into clear, commercially grounded, executive-ready narratives.
- Collaboration & Partnership – Works seamlessly across functions and teams, building trusted relationships to deliver enterprise outcomes.
Location: US, UK or Poland
You Unlimited.
The anticipated base compensation range for this position is $136,000 - $194,125 USD annually. The actual base pay offered to the successful candidate will be based on multiple factors, including but not limited to job-related knowledge/skills, experience, and geographic location. Compensation decisions are dependent upon the facts and circumstances of each position and candidate. In addition to base pay, we offer competitive bonus and benefits, including medical, dental, and vision coverage, 401(k), tuition reimbursement, medical leave programs, parental leave, generous PTO, paid company holidays, 8 hours of volunteer time annually, and a variety of wellness offerings such as EAP.
Inclusion + Belonging: Committed to Welcoming, Celebrating and Thriving. Learn more about our Employee Inclusion Groups on our website.
Your Future: 401k Matching Program, 401k Plus Program, Discounted Stock Options, Tuition Reimbursement.
Work/Life Balance: Flexible Personal/Vacation Time Off, Paid Holidays, Flex Holidays, Paid Community Service Day.
Your Wellbeing: Medical, Dental, Vision, Health Savings Account (Employer Contribution of $500+ annually), Employee Assistance Program, Parental Leave, Fertility and Adoption Assistance Program.
Flexibility: Hybrid Work Model (For most professional roles).
Training: Hands-On, Team-Customized, Mentorship.
Extra Perks: Discounts on fitness clubs, travel and more!
Smith+Nephew provides equal employment opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability.
Stay connected by joining our Talent Community. We're more than just a company - we're a community! Follow us on LinkedIn to see how we support and empower our employees and patients every day. Check us out on Glassdoor for a glimpse behind the scenes and a sneak peek into life, culture, and benefits at S+N. Explore our website and learn more about our mission, our team, and the opportunities we offer.
Future of Work, Organisations Design Director in Andover employer: Smith & Nephew
At Smith+Nephew, we are dedicated to fostering a dynamic and inclusive work environment that empowers our employees to thrive. As a Future of Work and Organisational Design Director, you will benefit from a flexible hybrid work model, competitive compensation, and comprehensive wellness offerings, all while collaborating with cross-functional teams to shape the future of talent and organisational design in an AI-enabled landscape. Our commitment to employee growth is evident through tailored training programs and a culture that values innovation and agility, making us an exceptional employer for those seeking meaningful and impactful careers.
StudySmarter Expert Advice🤫
We think this is how you could land Future of Work, Organisations Design Director in Andover
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We think you need these skills to ace Future of Work, Organisations Design Director in Andover
Some tips for your application 🫡
Show Us Your Leadership Skills:In the corporate leadership and management field, it's essential to highlight your leadership experience. Use your CV to flesh out examples of how you've led teams to success or managed significant projects. We want to see specific instances where your actions made a tangible difference in your previous roles!
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Craft a Compelling Cover Letter:Your cover letter is your chance to narrate your professional journey. We’re looking for motivation and a clear understanding of what corporate leadership means to you. Dive into your aspirations and how they align with the values and vision of Smith & Nephew. Make it personal – we want to get to know you!
Tailor Your CV for Management Roles:Ensure your CV reflects the management skills that are essential for this role. Focus on competencies like strategic planning, team building, and problem-solving. Use a clean layout, and don’t forget to align your experiences with those keywords mentioned in the job listing. This will help you stand out from the crowd!
How to prepare for a job interview at Smith & Nephew
✨Showcase Your Leadership Style
You’ll want to thoroughly convey your unique approach to leadership. During the interview with Smith & Nephew, be ready to share real-life examples of how you've inspired and motivated teams in the past. Think about specific achievements that illustrate your strategic thinking and your ability to drive results.
✨Brush Up on Management Theories
Expect some technical questions related to management theories and practices. Brush up on concepts like transformational leadership, servant leadership, or situational leadership. Be prepared to discuss how you would apply these theories to the role at Smith & Nephew, especially in the specific context of the challenges they’re currently facing.
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Since this is a full-time leadership role, spending time thinking about your vision for Smith & Nephew could really set you apart. Consider potential strategies for growth and how you would lead teams towards achieving them. This shows not just enthusiasm, but also strategic foresight that they’ll likely be looking for in a candidate.
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