Group Senior Organisation Design Specialist

Let's Write Africa's Story Together!

Old Mutual is a firm believer in the African opportunity and our diverse talent reflects this.

Job Description

Key Result Areas / Outputs

Organization Diagnostics & Design:

• Lead organizational diagnostics to assess current-state structures, layers, spans of control, role accountabilities, decision rights, interfaces, duplication and organizational complexity.
• Translate business strategy, operating requirements and organizational challenges into clearly defined organizational design requirements.
• Develop current-state and future-state organization design options and recommendations, supported by appropriate analysis and design rationale.
• Apply Group organizational design principles and standards consistently across assignments.
• Assess the organizational impacts of business transformation, operating model changes, technology enablement and capability shifts.
• Identify opportunities to simplify structures, improve accountability, remove duplication and enable more effective ways of working.
• Evaluate organizational design options against accurate criteria, including strategic alignment, cost, capability, efficiency, risk and implementation implications.

Organizational Structure & Operating Model Design:

• Design and refine organization structures, reporting relationships, organizational layers, spans of control and functional interfaces
• Translate operating model decisions into practical organizational structures and role requirements.
• Clarify accountability's decision rights and cross-functional interdependencies across organizational boundaries.
• Support the design of appropriate centralised, decentralized, federated or matrix structures based on business requirements.
• Develop organization design recommendations that balance business effectiveness, organizational efficiency, governance and regulatory requirements.

Role Design & Job Architecture:

• Design and review roles to ensure clear purpose, accountabilities, decision-making authority, interfaces and appropriate levels of work.
• Apply job architecture principles to support role standardisation, differentiation and consistency across the organization.
• Support the development and maintenance of job families, career streams, job stacks and career architecture.
• Identify unnecessary role proliferation, duplication and inappropriate layering and recommend opportunities for simplification.
• Partner with relevant stakeholders on job analysis and job evaluation requirements arising from organizational design changes.
• Ensure organizational and role design decisions are appropriately reflected within the relevant HR systems and organizational data.

Job Analysis and Evaluation:

• Conduct job analysis and job evaluation for new and materially changed roles arising from organizational design interventions and or on an ad hoc basis.
• Assess role content, scope, complexity, accountability and decision-making requirements to support defensible job evaluation outcomes.
• Apply approved group job evaluation methodologies, frameworks and governance standards.
• Identify potential grade anomalies role compression and inconsistencies in organizational hierarchies and recommend appropriate interventions.
• Contribute to the continuous improvement and consistent application of job evaluation standards and practices across the group.
• Provide specialist advice to business and Human Capital stakeholders on job evaluation implications associated with organization and role design changes.

Headcount & Position Management:

• Incorporate headcount and position management considerations into organizational design recommendations.
• Analyse positions and workforce structures to identify vacancies, duplication, structural anomalies and opportunities for optimization.
• Support governance that ensures organizational design decisions appropriately precede changes to structures, positions and recruitment.
• Partner with Human Capital and relevant system stakeholders to strengthen position management disciplines and organizational data integrity.
• Use workforce and organizational data to support evidence-based recommendations regarding workforce shape and organizational efficiency.

Organisational Design Advisory & Stakeholder Management:

• Act as a senior OD specialist and trusted advisor to Human Capital and business stakeholders on organizational design matters.
• Facilitate organizational design workshops and working sessions with senior leaders and cross-functional stakeholders.
• Constructively challenge organizational assumptions and proposed structures using evidence, design principles and external insights.
• Present complex organizational analysis and recommendations in a clear, practical and decision-orientated manner.
• Build stakeholder alignment around organizational design choices while maintaining appropriate design governance and standards.
• Partner across Group Human Capital disciplines including Talent, Learning, Reward, Workforce planning, Leadership and Culture, and HR Business Partnering where organizational design decisions have broader people implications.

Organisational Design Practice:

• Contribute to the development and continuous improvement of Group Organizational Design methodologies, tools, templates, standards and governance.
• Maintain awareness of emerging organizational design, operating model, job architecture and future- of- work practices.
• Identify opportunities to improve and digitize organizational design processes including the effective use of Workday and analytical tools.
• Contribute specialist expertise to broader organizational effectiveness and workforce initiatives where organizational design input is required.
• Provide technical guidance coaching and knowledge sharing to colleagues and stakeholders on the organizational design practices.

Qualifications, Skills and Experience:

• NQF Level 7 - Degree, Advance Diploma or Postgraduate Certificate or equivalent
• 7-10 years’ experience in Organisational Design or Organisational Effectiveness
• Workday HRIS platform knowledge and experience advantageous
• Effective communication and stakeholder engagement
• Effective enablement of HR technologies

 

The Group Senior Organizational Design Specialists provide specialist organizational design expertise to support the design and evolution of effective, efficient and future fit organizations across the Group.

The role independently leads and supports complex organizational design assignments, applying organization diagnostics design principles, workforce insights and business contexts to develop practical organization and role design solutions. This includes organization structure and operating model design, role and job architecture, organization diagnostics, position and headcount management, and implementation planning.Working in partnership with business and Human Capital stakeholders, the role translates business strategy and operating requirements into clear organizational choices and provides evidence-based recommendations that improve accountability, organizational effectiveness, agility and sustainable workforce outcomes.

Skills

Adaptability, Adaptive Thinking, Business Requirements Analysis, Change Management, Current State Assessment, Customer-Focused, Data Compilation, Developing Creative Solutions, Evaluating Information, Executing Plans, Futures Thinking, Managing Stakeholder Expectations, Organizational Design, Probing Questions, Project Organization

Competencies

Collaborates

Courage

Cultivates Innovation

Customer Focus

Decision Quality

Drives Engagement

Drives Results

Ensures Accountability

Education

NQF Level 7 - Degree, Advance Diploma or Postgraduate Certificate or equivalent

Closing Date

19 August 2026 , 23:59

The appointment will be made from the designated group in line with the Employment Equity Plan of Old Mutual South Africa and the specific business unit in question.

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