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 Lead the Organizational Design & Agentic Workforce Design function 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 Establish organization design and workforce design leading practices, working in alignment with Talent, Rewards, and technical (digital) teams. 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. Job Design, & Organizational Design, & Operating Model Design 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. Design layers, spans, reporting structures, and role charters. Job Architecture & Skills-Based Workforce Design Working with HR partners, establish governance for job architecture and skills architecture, ensuring ongoing maintenance, versioning, and enterprise adoption. Lead enterprise job architecture design and governance. Design job families, career frameworks, role standards, and leveling models. Establish skills-based approaches to workforce design and talent mobility. Agentic Workforce Design & Human-Agent Workforce Models Design future-state human, agentic, and hybrid workforce models. Partner with Digital teams regarding implementation feasibility and governance; work with digital teams to identify design operational specifications for ‘agents’ that that align with skill requirements for the work to be performed workshops, focus groups, showcases, data gathering sessions) to socialize Human-Agent Workforce Models (options) enabling decision-making and buy-in. Strategic Workforce Planning & Workforce Intelligence Collaborate with Talent, Finance, and Operations to inform strategic workforce planning, including Build‑Buy‑Borrow‑Bot analyses. Contribute to skills supply and demand analyses.



Provide insight and guidance to inform workforce transition strategies and implementation plans. Inform investment and workforce deployment decisions. Management and Leadership Build a cooperative team culture across HR and the broader business, champion professional and respectful behavior, drive a coaching mindset to support high performance of teams and foster an inclusive environment. Effectively manage human and financial resources; including performance management, staff engagement, compliance requirements, procurement, and budget management Inspire and enable individuals and teams to adopt evidence-informed, leading practices to ensure that the HR function is current/relevant; Foster a continuous improvement environment and a learning culture, in full support of all aspects of our People Everything approach. Provide coaching and feedback to support individual and team optimization, practice co-design and human-centred design approaches, create a psychologically safe workplace and highly engaged teams. Contribute to, inform, and support change management activities. Inform annual planning and talent management activities. Bachelor’s degree in Human Resources, Business, Organizational Psychology, Industrial Engineering, or a related field required. ~ Master’s degree in a related field preferred. ~5+ years of experience in-house or as a management consultant leading Job and Organizational Design teams/programs. ~ Experience with skills-based job architecture/frameworks, application of skills taxonomies to org design and agentic workforce design, talent marketplace/internal mobility approaches. ~ Experience designing AI-enabled operating and workflow models or partnering on automation/GenAI pr

📌 Design Management Lead (Canada)
🏢 Saint Elizabeth
📍 Canada