Manager Organizational Effectiveness

EDGE

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.
  
  

2. Organization Effectiveness & Design

• 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.
  
  

3. Practice Development & Process Improvement

• 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.
  
  

4. Cross-Functional & Entity Engagement

• 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.
  
  

Education & Qualifications

• 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.
  
  

Skills and Competencies:

• 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.