Description
The Role in Brief
As the Sr. Director of Operational Workforce Planning & Org Transformation, you will be the architect of our future-state operating models. This is not a role for a traditional headcount manager; rather, it is a position designed for an operator who views a global organization as a complex, interconnected system. You will lead a multidisciplinary team (Capacity Planning, Location Strategy, and Redeployment) to ensure our workforce is structured for maximum agility, cost-efficiency, and AI-readiness. You will focus on the "How" and "Where" of our global work—defining the macro-level blueprints that Business Units then execute against.
Key Responsibilities
Enterprise Architecture: Own the "Structural Health" of the company, setting the global standards for spans, layers (8x9), and role density to eliminate shadow orgs and role sprawl.
Value Chain Mapping: Conduct end-to-end mapping across major functions to identify cross-functional alignment opportunities and ensure the right roles are in the right places.
Macro Capacity & Headcount Strategy: Own the enterprise-wide workforce planning cycle (annual + quarterly). Instead of managing BU-specific spreadsheets, you will set the top-down constraints for capacity, budget, and headcount that keep the enterprise balanced.
Location & Geo Strategy: Define the global hub-and-spoke strategy, optimizing for labor economics, talent supply, and geopolitical risk.
Workforce Segmentation: Establish the framework for "Critical vs. Commodity" roles, determining our long-term build/buy/borrow/bot strategy.
Redeployment Governance: Oversee the framework for talent mobility and rebalancing, ensuring we can shift capacity dynamically as business priorities evolve.
Skills & Qualifications
Systems Thinking: The ability to see the "Big Picture" and understand how a change in location strategy impacts capacity planning and org health.
Strategic Foresight: Experience translating business strategy (e.g., a pivot to AI-first) into a future-state organizational architecture.
Financial & Analytical Acumen: Deep comfort with ROI logic, cost-to-serve models, and workforce analytics (Workforce Blueprint, Workday Adaptive Planning, OrgVue, etc.).
Executive Influence: The ability to challenge the C-suite on structural inefficiency and build compelling business cases for radical change.
Experience: 12+ years in Workforce Planning, Org Design, or Management Consulting, with a proven track record of leading enterprise-wide transformations.
Your Team
You will oversee a specialized group of leads including:
Capacity Planning Leads: Managing the enterprise modeling and 4R framework.
Location & Geo Lead: Driving hub strategy and labor market intelligence.
Enterprise Org Redesign Lead: Executing on structural health and simplification.
Redeployment Specialists: Scaling talent rebalancing and AI-enabled matching.