Transformation Manager

Responsibilities

• Organisation Design & Operating Model Development
• Translate business and functional strategy into organisation design frameworks, principles, and target structures that create clarity and strategic focus.
• Apply the existing career framework principles (job families, functions, sub-functions) to evolve operating models and ensure consistent role clarity across the organisation.
• Design and optimise organisational structures, roles, reporting lines, spans and layers to improve efficiency, agility, and scalability.
• Conduct impact assessments for structural changes (people, process, governance, cost, risk) and define mitigation and transition actions to minimise disruption.
• Partner with Total Rewards and Talent Management to align levelling, pay structures, career paths and succession implications with the future-state design.
• Data Analysis & Strategic Insights
• Provide strategic, evidence-based insights to P&O Business Partners and senior business leadership to support workforce alignment and structural decisions.
• Analyse organisational data (e.g., spans & layers, workforce distribution, cost structures) to identify optimisation opportunities and run scenario comparisons.
• Translate insights into clear recommendations and “decision narratives” that enable leaders to act with confidence.
• Coach HRBPs and line managers on interpreting organisational analytics and applying insights to improve team effectiveness and accountability.
• Process, Tools & Capability Building
• Establish and maintain scalable OD tools, templates, and methodologies (e.g., design principles, assessment checklists, scenario modelling packs, workshop formats).
• Facilitate workshops to co-create organisation designs, align stakeholders, clarify accountabilities, and define decision rights and governance. [umicore.com]
• Build OD capability across HRBPs and business leaders through training sessions, learning materials, and hands-on coaching. [umicore.com]
• Ensure data integrity and reliability within organisation design systems and reporting sources, safeguarding the quality of insights.
• Reporting & Governance
• Produce dashboards and recurring reports on key organisational metrics (e.g., spans & layers, structural cost impact, change impact tracking) to provide transparency and steer decisions.
• Define and drive governance for structural changes to ensure consistency with enterprise design principles and alignment with strategic workforce planning.
• Stakeholder Collaboration & Change Enablement
• Partner with HRBP, Talent Management, Finance, and business leaders to align OD initiatives with budgets, workforce plans, and operational goals.
• Support adoption of new structures/operating models through structured communication, training, and transition planning, ensuring changes are understood and embedded.

Requirements

• 10+ years in organisation design, operating model work, job architecture, transformation, or related consulting/enterprise roles.
• Deep expertise in Organisation Design/Effectiveness methodologies, including organisational models, operating model design, spans & layers analysis, workforce sizing, and job architecture.
• Strong analytical capability: ability to interpret quantitative and qualitative inputs, model scenarios, and translate findings into practical recommendations.
• Knowledge of job architecture, levelling, and how these connect to reward structures and career frameworks.
• Strong process optimisation skills (simplify, redesign, standardise) to increase scalability and clarity.
• Proficiency with HR systems and organisational analytics/reporting tools (HRIS reporting, dashboards, org modelling/visualisation platforms).
• Advanced facilitation skills: ability to design and run workshops that drive alignment, problem-solving, and co-creation.
• Non-Technical profile requirements

• Consultative mindset; acts as a trusted advisor, offering options and thought leadership rather than only executing requests.
• Strategic thinking; connects OD work to business strategy and longer-term workforce planning.
• Strong stakeholder management and influencing skills across senior leaders and cross-functional partners; able to persuade with data and crisp narratives.
• Critical thinking and constructive challenge; comfortable reframing problems and proposing alternative structures/ways of working.
• Excellent communication skills; simplifies complex organisational topics for varied audiences.
• Continuous improvement orientation; proactively improves OD tools, processes, and governance.
• Coaching and capability building; strengthens OD maturity in HRBPs and line leadership through learning and hands-on guidance.
• Methodology/Certification requirements

• Minimum Bachelor’s degree in Business, HR, Psychology, Communications, IT, Engineering, or related field (Master’s is a plus)
• Change management certification and/or experience supporting adoption of structural/operating model change are a plus
• Language proficiencies
• Advanced/Fluent English (spoken and written)
• Additional languages (e.g., Dutch, French, German) are an asset depending on stakeholder geography.