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 ).

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 '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.

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.

• 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.

• 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…