Director, Organizational Design & Agentic Workforce Design

Position Summary:

Reporting to the Vice President, Workforce Reengineering, the Director, Organizational Design & Agentic Workforce Design is responsible for translating workflow redesign outputs into future-ready organizational, workforce, job, skills, and agentic workforce design.
This role serves as the organization's authority on how work should be organized once workflows have been redesigned. The Director leads organization design, operating model design, job architecture, skills architecture, strategic workforce planning, workforce modelling, and agentic workforce design initiatives that enable SE Health's future-of-work agenda.
The role is accountable for determining the optimal mix of human, digital, and agentic capability required to deliver organizational outcomes while ensuring governance, accountability, and sustainable workforce models

• Function as SE’s Organizational Design & Agentic Workforce Design subject matter specialist, providing informed advice and guidance.
• Establish and operate SE’s Organizational Design & Agentic Workforce Design function
• Develop enterprise methodologies, standards, frameworks, tools, and governance.
• Establish organization design and workforce design leading practices, working in alignment with Talent, Rewards, and technical (digital) teams.
• Maintain a repository of leading practice and thought leadership research.
• Maintain an enterprise portfolio of organizational design and agentic workforce design initiatives, ensuring visibility, alignment, and resource optimization.
• Build practitioner capability across the HR function to support re-organization activities.

• Translate workflow redesign outputs into organizational, job, and workforce design recommendations.
• Lead enterprise job design and organizational design engagements.
• Model organizational design scenarios, assessing implications for cost, capability, spans/layers, and workforce sustainability.
• Design future-state organizational structures; aligned to strategy and business/care outcomes/goals.
• Develop governance structures, accountability models, and decision rights frameworks.
• Design layers, spans, reporting structures, and role charters.
• Develop operating model options aligned to redesigned workflows.

• Working with HR partners, establish governance for job architecture and skills architecture, ensuring ongoing maintenance, versioning, and enterprise adoption.
• Partner with Rewards to ensure job architecture, leveling, and skills frameworks align to compensation structures and career pathways.
• Lead enterprise job architecture design and governance.
• Design job families, career frameworks, role standards, and leveling models.
• Lead skills architecture development and governance; including skills-based where feasible.
• Connect workflow requirements to workforce capabilities.
• Establish skills-based approaches to workforce design and talent mobility.

• Establish standardized frameworks and approaches to identify jobs / tasks most suitable for agentification.
• Design future-state human, agentic, and hybrid workforce models.
• Determine optimal allocation of work between humans and AI agents.
• Develop human oversight, governance, and accountability models.
• Identify workforce implications of automation and agentification initiatives.
• Partner with Digital teams regarding implementation feasibility and governance; including ‘AI Factory’ skills development aligned to Talent team skills ontologies.
• Align an agentic skill ontology with human skill ontologies; work with digital teams to…