Senior Partner, Org Design & Workforce Architecture

At ATB, we exist to make it possible for our clients, team members and communities. Our purpose is more than aspirational. It's a real commitment we live every day through our values (what we call the ATB ID).

Life at ATB is about more than work. In fact, we’re consistently recognized as one of Canada's top employers thanks to our high-care, high-performance culture, upheld by the three commitments we make to our team members:

Impact in action: No matter where you are in the organization, you're empowered to make an impact in the lives of our clients and communities.

Thrive together: We want you—the unique, authentic you—to feel safe and celebrated at work. We're on a continuous journey to build the most flexible and inclusive programs.

Ready for tomorrow: We want to enable your success through interesting and challenging work, performance enablement, and learning and development.

## About the Role

Please note: This position has a hybrid work arrangement. On average, this means 1-2 day(s) on-site per week. Please note that this is subject to change due to business priorities.

As ATB’s next Senior Partner, Org Design & Workforce Architecture, you will operate as a strategic co-pilot, a high-influence, enterprise-level architect who seamlessly merges macro structural organizational design with deep workforce skill architecture. This role is responsible for transforming functional and enterprise business strategies into highly optimized, future-ready operating models.

Moving far beyond simple structural charting, this role serves as a trusted senior advisor. This role will translate corporate strategy into structural designs, multi-year capability forecasting, workforce segmentation, and robust skill taxonomies while building long-term organizational health, agility, and capability.

## Accountabilities

• Organizational Design & Operating Models

• End-to-End Design: Lead end-to-end organizational design (OD) and operating model initiatives, converting business strategies into clear governance, accountability models, and optimized spans-and-layers.
• Future-Ready Structures: Build agile operating models prepared for AI role evolution, modern enterprise resource planning implementations, and evolving governance needs.
• Scenario & Trade-Off Analysis: Evaluate alternative service-delivery models by balancing cost, capacity, decision rights, risk, and employee experience to guide executive decisions.
• Strategic Executive Advisory & Facilitation

• Trusted Strategic Partner: Provide confidential advisory to senior leaders and People & Culture (P&C) Partners to resolve structural friction and bring clarity to complex roles.
• High-Impact Alignment: Design and facilitate workshops to navigate organizational decisions, backed by business cases and financial impact models.
• Capability Building: Coach P&C partners, mentor specialists, and build OD toolkits and resources to cultivate an enterprise-wide design community of practice.
• Workforce & Skill Architecture

• Framework Development: Support the evolution of the enterprise job catalog, foundational job-leveling methodologies, skill taxonomies, and skills-adjacency mapping.
• Complex Role Governance: Guide P&C Partners on applying job evaluation frameworks to complex, non-standard role requests, establishing baseline recommendations and new career pathways.
• Future of Work Alignment: Support the quarterly and annual workforce architecture reviews to ensure job structures align with broader future-of-work and AI integration strategies.
• Data Diagnostics & Strategic Workforce Planning

• Current-State Diagnostics: Conduct deep organizational diagnostics, external benchmarking, and predictive scenario analyses to uncover structural inefficiencies.
• SWP Alignment: Partner with Strategic Workforce Planning (SWP) to translate long-term corporate direction into multi-year talent supply-and-demand scenarios, identifying critical future skill gaps.

## Skills, Experience & Requirements

• Education, Certifications & Experience

• Qualifications: Bachelor’s degree in Business, Human Resources, Organizational Behaviour, or a related field. Professional certifications in Organizational Design (e.g., ODCP), Change Management (e.g., Prosci), or Job Evaluation (e.g., Korn Ferry Hay Group) are strong assets.
• Track Record: 7+ years of progressive, high-impact experience in organizational design, workforce strategy, management consulting, or enterprise transformation within complex corporate structures.
• Core Organizational Design & Workforce Architecture

• Structural Design & Evaluation: Advanced expertise in organizational design, operating model transformation, job architecture management, job evaluation, and role analysis.
• Workforce Capability & Future of Work: Proven experience building skill taxonomies, capability frameworks, and adapting workforce strategies for AI role evolution and enterprise transformation.
• Business Acumen & Strategic Stakeholder Management

• Influence & Advisory: Demonstrated ability to build trust as a domain expert, managing complex matrixed stakeholders and guiding leadership through structural decisions.
• Business Case Analysis & Value Realization: Strong business acumen with experience building business cases, validating solutions, and aligning organizational structures with strategic business goals.
• Project Delivery, Data & Change Management

• Execution & Risk Oversight: Solid track record in work plan development, project risk management, process modeling, and program governance to keep initiatives on milestone.
• Change Integration: Expertise in gap analysis, change management principles, and metrics reporting to ensure smooth transition adoption and long-term operating model scalability.

Don’t meet all the requirements on the list?

A resume only goes so far in expressing who you are and the unique perspectives you bring. If you believe your skills and experience align with the role—but you might not check all the boxes—we want to hear from you. We encourage candidates from all work backgrounds, equity-seeking communities and experience levels to apply. If you’re seeking a career where your drive, perspective and growth are celebrated, we want to hear from you.

We’re dedicated to building a workforce reflective of those within our communities, and a culture where our team members are equipped with what they need to succeed—their way. Part of creating an inclusive workplace is recognizing our role in advancing Truth and Reconciliation. We are committed to meeting and exceeding the standards set out in the Partnership Accreditation in Indigenous Relations program created by the Canadian Council for Aboriginal Business.

What happens next?

If you are shortlisted, you’ll hear from us after the posting closes. Check out our How We Hire page to learn more about our hiring process. If you need any accommodations throughout this process, please let us know at [email protected]

Stay in touch

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