Principal Accountabilities

Strategic Workforce Planning

• Design and deliver strategic workforce planning tools and cycles, enabling People Partners and Leaders to plan for future skills, roles, and capacity.
• Lead and deliver the annual global people planning process ensuring coordination with the wider organisational planning process whilst building HR capability in planning and performance. 
• Lead the continual monitoring and action tracking against agreed milestones and the development of visuals and materials to support the communication and delivery of the plan across Country Offices and Global teams.

Organisational Design & Restructuring

• Provide expert advice and options to Country Office and Global teams to ensure organisational design decisions are evidence-based and aligned with strategic goals.
• Develop and implement a best-practice restructuring toolkit to support People Partners and Country Offices through design and delivery of all restructuring activities.
• For organisational changes with large scale people impact, lead the design, development and implementation as needed

Capability Building

• Build HR capability in organisational change, including organisation development, design, change management, and implementation.
• Embed consistent frameworks and tools that enable teams to deliver change effectively and sustainably.

Experience and Skills 

Essential

• Proven Strategic Workforce Planning expertise, translating strategy into demand/supply views and scenarios, creating practical tools, frameworks and usable playbooks for senior leaders.  
• Deep understanding of Strategic Workforce Planning principles and ability to apply these to a variety of contexts across humanitarian and international development settings 
• Strong analytical skills to interpret workforce data and translate insights into actionable plans. 
• Expertise in organisational design shaping structures, roles, spans/layers and decision paths with clear options and trade-offs, aligned to workforce insights. 
• Substantial experience in leading and guiding restructuring processes with large scale people impact across multiple countries in which SCI operates  
• Proven ability to apply evidence-based approaches and present clear options and trade-offs to senior stakeholders. 
• Strong knowledge of change management methodologies and experience embedding them in organisational practice. 
• Ability to coach leaders and teams through change, building confidence and capability. 
• Knowledge of and familiarity with employment legislation in multiple countries in which SCI operates relevant to organisational change and restructuring