Director - Organizational Development

The Director - Organizational Development provides enterprise-wide leadership on organizational design, workforce planning, and OD foundations across the group and its subsidiaries. The role ensures that organizational structures, roles, governance, and workforce capacity are aligned to business priorities, capital programs, and long-term growth ambitions.The role owns the organization's OD frameworks, job architecture, grading standards, and job evaluation governance, ensuring internal equity, role clarity, scalability, and operating effectiveness. The Director leads the setup of OD foundations for new subsidiaries and business verticals, including structures, job frameworks, and workforce models, and provides governance oversight for structural changes across the group.As a strategic advisor to senior leadership and HR, the Director partners closely with Strategy, Finance, HRBPs, and business leaders to integrate workforce and organizational considerations into enterprise strategy, transformation programs, and growth initiatives. The role contributes to target operating model (TOM) development initiatives.The Director also builds and leads the Organizational Development function, setting delivery standards, governance processes, and quality controls, and developing OD capability, tools, and knowledge assets to ensure high-impact, analytically rigorous delivery.RequirementsScope / ResponsibilitiesEnterprise Organizational Design & TOM LeadershipLead the design and continuous evolution of enterprise and functional target operating models (TOMs) aligned to strategy, growth plans, and operating contextEstablish and govern organizational design frameworks, principles, and standards to ensure scalability, clarity of accountability, and operational effectivenessSponsor major restructuring, transformation, and capability-led design initiatives across corporate, business, and development functionsOversee the design of organization structures, reporting lines, role charters, and governance forums to enable decision velocity and execution disciplineGuide leadership teams through structural scenario modeling and future-state organization designOD Foundations for Group Companies & SubsidiariesLead the setup of OD foundations for new subsidiaries and group entities, including structure, grading architecture, job frameworks, and workforce modelsEnsure consistent application of group-wide OD standards while allowing for contextual flexibility across entitiesPartner with business and HR leadership to support post-merger integration, spin-offs, and new business vertical launchesProvide governance oversight for structural changes across the group to ensure alignment with enterprise design principlesOrganizational Structure EffectivenessOversee analysis of spans of control, workforce layering, and reporting lines to optimize leadership bandwidth, cost-effectiveness, and agilityValidate alignment between organizational structures, strategy, and operational delivery modelsLead enterprise-wide organizational diagnostics and effectiveness assessmentsApprove and sponsor structural recommendations for leadership decision-makingStrategic Workforce Planning LeadershipOwn the enterprise workforce planning framework and annual/multi-year planning cycles in partnership with HRBPs and FinanceEnsure workforce supply-demand alignment to strategic priorities, major programs, and capital plansReview and endorse workforce scenarios, capacity models, and productivity assumptionsEscalate material workforce risks and resourcing constraints to executive leadershipJob Architecture, Grading & Evaluation GovernanceGovern enterprise job architecture, grading standards, and job evaluation methodologiesEnsure equity, internal consistency, and market alignment across roles and functionsApprove complex or sensitive role designs and grading outcomesEnsure role clarity and structural integrity across growth and transformation phasesStakeholder Leadership & AdvisoryAct as a strategic advisor to ExCo, business unit heads, and HR leadership on organizational effectiveness and structural designPartner closely with Finance, Strategy, and HRBPs to integrate workforce, cost, and operating model considerationsRepresent OD in enterprise transformation and growth initiativesPeople Leadership & OD Capability BuildingLead, mentor, and develop Senior Managers and the broader OD teamBuild OD capability, tools, and knowledge assets across the functionSet delivery standards, quality controls, and governance processesDrive a culture of analytical rigor, partnership, and business impactExperience & Profile (Indicative)Minimum 12 years' experience in Organizational Development, Operating Model Design, or Strategic HR rolesProven experience in target operating model (TOM) design and enterprise transformationHands-on experience in setting up OD foundations for new subsidiaries or business entitiesExperience working in group company environments with multiple subsidiariesStrong background in strategic workforce planning, org design, and job evaluationExposure to or experience within development-sector organizations strongly preferredExecutive-level stakeholder engagement and governance leadership experience