General Manager/Vice President - Organization Design (10-15 yrs)

Strategic Organizational Assessment & Design

- Organizational Review: Regularly assess the company's current organizational structure to ensure it supports the strategic objectives and fosters a high-performance culture.

This includes evaluating reporting lines, departmental roles, and operational processes.

- Gap Analysis: Conduct in-depth analyses to identify gaps in current organizational capabilities, including potential inefficiencies, misalignments in reporting structures, and underutilization of talent.

- Strategic Alignment: Ensure the organizational design is aligned with the company's overall strategy, vision, and future growth plans. Work with senior executives to adjust design frameworks to meet evolving business needs.

2. Leadership in Change Management

- Organizational Change Initiatives: Lead and manage large-scale organizational change initiatives by overseeing the development of change management strategies and processes to ensure smooth transitions and minimize disruption.

- Cultural Transformation: Support cultural evolution within the organization, ensuring that any changes in structure also foster a positive cultural shift that encourages innovation, collaboration, and agility.

- Leadership Coaching: Collaborate with the executive team to provide coaching and guidance on organizational design, change leadership, and best practices for managing teams during periods of structural change.

3. Cross-functional Collaboration

- Stakeholder Engagement: Build strong relationships across the business with leaders in departments like HR, finance, operations, and technology. Work closely with these teams to develop integrated organizational design solutions that meet the needs of each business function.

- Team Collaboration: Partner with HR to support the implementation of organization- wide talent strategies that align with the new design framework. This may include adjustments to workforce planning, recruitment, and development initiatives to ensure alignment with the redesigned structure.

- Advisory Role: Serve as a trusted advisor to senior management, offering insights on the most effective structures for teams, departments, and the overall enterprise. Guide leaders in making decisions that will optimize organizational performance.

4. Design and Implementation of Organizational Structures

- Framework Development: Lead the design of an effective organizational framework that ensures optimal resource allocation, efficient decision-making, and streamlined workflows. This includes defining the roles, responsibilities, and reporting relationships across the business.

- Role Clarity: Ensure that roles and responsibilities are clearly defined, aligned with company objectives, and free from overlap or redundancy. Work to eliminate bottlenecks and barriers to efficiency through clear and cohesive role design.

- Organizational Hierarchy: Analyze and redesign reporting structures and hierarchies to foster transparency, accountability, and effective leadership. Evaluate whether a traditional, flat, or matrix organizational structure best suits the company's needs.

- Decentralization vs. Centralization: Advise the executive team on the benefits and drawbacks of centralizing or decentralizing certain business functions to increase productivity and performance. This will include the creation of decision-making protocols and authority matrices.

- Agility and Flexibility: Ensure the organizational structure remains agile and responsive to changing market conditions, technological advancements, and business demands.

- Drive a continuous improvement mindset in the way the organization is structured.

5. Talent Strategy and Workforce Optimization

- Talent Alignment: Partner with HR leadership to ensure that the new organizational design integrates talent management strategies, including succession planning, talent acquisition, and leadership development. Ensure that key talent is positioned in roles where they can have the greatest impact.

- Workforce Planning: Oversee the creation of workforce planning models that reflect future needs in terms of skills, competencies, and headcount. Align workforce design with strategic business goals to ensure sustainable growth.

- Diversity, Equity, and Inclusion: Ensure that organizational design supports the company's goals for diversity, equity, and inclusion (DEI) by creating an environment where diverse talent thrives and leadership opportunities are accessible to all employees.

6. Performance Management & Metrics

Key Performance Indicators (KPIs): Define metrics and KPIs that will help track the effectiveness of the new organizational design. Measure improvements in operational efficiency, employee engagement, leadership effectiveness, and business outcomes.

- Ongoing Assessment: Conduct regular evaluations to determine whether the organizational design continues to meet business needs. Proactively identify areas for continuous improvement.

- Data-Driven Decision Making: Use data analytics to inform decisions regarding organizational structures and processes. Incorporate feedback loops and employee input into decision-making processes.

7. Leadership Development and Succession Planning

- Leadership Pipeline: Ensure the organizational structure supports the identification and development of future leaders. Collaborate with HR and talent management teams to create leadership development programs that align with the company's strategic objectives.

- Succession Planning: Develop strategies to ensure seamless succession planning for key leadership roles across the business. Build a bench of high-potential talent who are prepared to step into leadership positions.

8. External Benchmarking and Best Practices

- Industry Trends: Stay informed on industry trends and best practices related to organizational design. Use this knowledge to benchmark the company's structure against competitors and similar businesses.

- External Partnerships: Develop partnerships with external consultants, academic institutions, and industry organizations to bring in new insights and innovative approaches to organizational design.

Required Qualifications:

- Education: Bachelor's degree in Business Administration, Human Resources, Organizational Development, or a related field. A Master's degree (MBA, MS in Organizational Behavior/Design) is highly preferred.

Experience:

- A minimum of 10-15 years of experience in organization design, human resources, change management, or a related field.

- Proven experience leading large-scale organizational design initiatives in a complex, multi-national business environment.

- Experience working with C-suite executives to align organizational structures with strategic goals.

- Leadership Skills: Demonstrated ability to lead, influence, and inspire cross-functional