Senior Organisation Design & Job Architecture Specialist

Role purpose: The Organizational Design Specialist leads the development of fit-for-purpose organizational structures operating models and collaborates with other functions of the talent organization to identify capability insights that enable the business to deliver its strategic priorities.

• Lead organizational design initiatives across functions business units or regions ensuring organizational structures are clearly aligned with business strategy operating model requirements and transformation priorities.
• Translate business strategy into practical organizational design options including structure reporting lines governance accountabilities decision rights and interfaces between teams.
• Partner with senior business leaders HR Business Partners Finance Talent Management Rewards and transformation teams to diagnose organizational issues and shape fit-for-purpose design recommendations.
• Conduct organizational diagnostics using data and stakeholder input to assess spans and layers role clarity duplication decision effectiveness collaboration points and organizational complexity.
• Provide expert guidance on operating model design job architecture role design governance mechanisms organizational layers and management structures.
• Develop clear organizational design principles templates toolkits and facilitation approaches that enable consistent high-quality design decisions across the business.
• Support transformation restructuring growth and efficiency initiatives by translating strategic priorities into practical organization design choices and implementation roadmaps.
• Use workforce capability cost and activity data as inputs to organizational design decisions without owning strategic workforce planning as the primary scope of the role.
• Stay current on organizational design practices operating model trends organization effectiveness methods and external benchmarks that improve structure governance agility and performance.

• Bachelors degree in Human Resources Business Administration Organizational Development Industrial/Organizational Psychology Finance Economics Data Analytics or a related field; masters degree preferred.
• Minimum of 810 years of relevant experience in organizational design organizational effectiveness or related HR transformation roles.
• Demonstrated experience leading complex organizational design or operating model projects in a matrixed multinational or large-scale organization.
• Good to have: Familiarity with strategic workforce planning workforce analytics headcount modelling scenario planning skills gap analysis job architecture and organization effectiveness methodologies.
• Proven ability to influence senior stakeholders and translate complex data into clear business insights and practical recommendations.
• Experience working closely with HR Business Partners Compensation & Benefits Finance Talent Acquisition Learning and senior business leaders.
• Advanced analytical skills and strong proficiency with Excel PowerPoint HR systems workforce planning tools and data visualization platforms; experience with Workday SAP SuccessFactors or people analytics platforms is an advantage.
• Strong project management skills with the ability to manage multiple priorities stakeholders and deliverables in a fast-paced environment.

• Strategic thinking: Connects business strategy organizational capability workforce capacity and future skills into an integrated people agenda.
• Analytical judgement: Uses quantitative and qualitative insights to diagnose issues model options and recommend evidence-based actions.
• Consulting and facilitation: Guides leaders through complex organizational choices while balancing business ambition people impact and execution feasibility.
• Stakeholder influence: Builds credibility with senior leaders and cross-functional partners and influences decisions without relying solely on formal authority.
• Change leadership: Supports leaders and HR teams through organizational change ensuring clarity engagement and adoption of new ways of working.
• Systems mindset: Understands how structure governance skills culture processes cost and technology interact to shape organizational performance.

The role reports to Nexperias Global Head of Talent and partners closely with senior business leaders HR Business Partners Finance Talent Acquisition Talent Management Learning and Development Rewards People Analytics and transformation teams.

Talent acquisition based on Nexperia vacancies is not appreciated. Nexperia job adverts are Nexperia copyright material and the word Nexperia is a registered trademark.

D&I Statement

As an equal-opportunity employer Nexperia values diversity not just because it is the right thing to do but because diverse teams perform better. We are dedicated to being inclusive and a proof point of this dedication is that we were the main partner of the very first Dutch Paralympic Team NL House during the Paris 2024 Paralympic Games. Our recruitment process is inclusive and accessible to all and we consider all applicants fairly as well as providing a safe work environment and reasonable adjustments where requested.

In addition we offer our colleagues the possibility to join employee resource groups such as the Pride Network Group or global and local Womens groups. Nexperia is committed to increasing women in management positions to 30% by 2030.