Permanent
Hybrid working; 1-2 days on site, London
Charity
Are you looking for a role that allows you to shape organisational design and Target Operating Model processes, operate as an internal facing consultant and have a real impact on organisational effectiveness?
We are partnering with an iconic charity to find an Organisational Design Lead to lead the charge in shaping and diagnosing organisational design across the directorates. If you're an expert in OD and TOM, then this is perfect for you.
What's the opportunity?
This is a unique, newly created role, with a chance to build and shape the charity's approach to organisational design and TOM processes going forward. You will deliver as part of a brand new Centre of Excellence team, focused on delivering maximum, tailored impact to the charity.
Role Responsibilities
- Monitor organisational health by running light-touch reviews and flagging early structural issues for deeper assessment.
- Evaluate operating model options to show how changes affect structure, roles, decision- making, governance and ways of working.
- Maintain and share practical design tools to support HRBPs in running local design cycles and ensure consistent quality.
- Use workforce planning insights to guide design decisions and work with Data & Insight colleagues in People Ops to evidence potential impacts.
- Test flexible design approaches such as agile teams, modular roles and new decision-making patterns.
- Assess the impact of GenAI on jobs, using a clear framework to guide automation, redesign and reskilling strategies.
- Align with Leadership & Talent to connect role design with capability development and career pathways.
- Work with Talent Mobility to ensure critical roles and succession plans are reflected in organisational design.
- Support consistent design standards across the organisation by advising on structure and role clarity.
- Promote inclusive design practices that consider accessibility, fairness and future adaptability.
- Ethical, inclusive practice: Safeguard fairness, accessibility and confidentiality throughout assessments, decisions and opportunities.
Required Skills and Experience
- Understands how to design effective structures, including roles, decision-making, governance and ways of working, and can explain the pros and cons of different options. Also proven use of structural diagnostics (e.g., spans, decision latency, rework, collaboration friction) to spot early issues and trigger proportionate reviews).
- Assesses the impact of GenAI and automation on jobs, breaking down tasks, identifying risks and recommending fair and practical job redesigns - distinguishing augmentation vs substitution, setting human-in-the-loop controls and proposing fair, practical job redesigns.
- Builds clear transition plans, showing how changes will affect cost, capacity and experience, and mapping steps from current to future state.
- Uses workforce planning insights to guide design decisions, linking structure and job choices to future skills and talent needs.
- Designs jobs that are inclusive and healthy, considering clarity, autonomy, progression and fairness for all employee groups.
- Interprets data confidently, using simple models and tools to visualise design options and support evidence-based decisions.
- Communicates clearly with senior stakeholders, writing concise papers that explain options, risks and recommendations.
- Plans for change adoption, ensuring people understand and engage with new structures and ways of working.
- Works collaboratively across teams, leading workshops and coordinating partners to deliver high-quality design outcomes without direct line authority.
- Brings deep operating-model and structure design experience, shaping spans/layers, decision rights and role clarity, and explaining option trade-offs in plain language.
- Strong scenario and transition modelling capability, showing cost/capacity/experience impacts and mapping current → interim → target states with clear decision points.
- Confident Strategic Workforce Planning-informed design judgement, linking structure and job choices to critical roles/skills, adjacent-skill pathways and build–buy–move options.
- Advanced inclusive and healthy job design know-how, balancing clarity, autonomy, progression and fairness across employee groups and access needs.
- High data fluency and decision storytelling, using simple models/visuals to compare options and produce concise, decision-ready recommendations aligned to the grading framework.
- Change adoption & enablement: evidenced ability to embed new designs with proportionate people-side practices and show uptake/outcomes.
- Stakeholder influence & communication: credibility with senior leaders; clear framing of options/trade-offs; succinct, decision-oriented papers.
What next?
If you believe you possess the depth of experience and passion for this exciting role, then I want to talk with you ASAP. For further information or to receive a full JD, please send your updated CV to yasmin.harris@investigo.co.uk or apply below.
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