Design the end-to-end HR operating model, including service delivery layers, work distribution, role shapes, and interfaces across COEs, Service Delivery, HR Partners, and Enablement
Translate strategy, experience priorities, and technology enablement into clear work design principles (what work is done where, by whom, and how)
Define decision rights, accountabilities, escalation paths, and ownership models using practical frameworks (e.g., RACI/RAPID)
Architect org structures, role taxonomy, spans and layers, and governance guardrails to support future-state HR capabilities
Serve as the design authority to ensure consistency and integrity of org and work design decisions across workstreams
Partner with process, experience, and technology workstreams to ensure work design aligns with automation, AI enablement, and EX platform capabilities
Identify where work should be simplified, automated, augmented, or eliminated as part of modernization
Guide workforce transitions, including role evolution, redeployment, capability shifts, and change impacts

5+ years of industry-relevant experience
Deep expertise in organizational design and work design, including operating models, decision rights frameworks, and capability modeling
Ability to design work systems (roles + workflows + decision rights + technology) rather than standalone org charts
Strong financial, risk, and controls lens, especially when redistributing work or introducing automation/AI
Proven senior-level facilitation and influence skills; able to lead ambiguous, high-stakes design discussions with HRLT
Strong documentation skills; able to codify design standards, governance, and guardrails that scale

medical/prescription drug coverage (with a Health Savings Account feature)
dental and vision options
employee and spouse/child life insurance
short and long-term disability protection
401(k) with PNC match
pension and stock purchase plans
dependent care reimbursement account
back-up child/elder care
adoption, surrogacy, and doula reimbursement
educational assistance, including select programs fully paid
a robust wellness program with financial incentives
maternity and/or parental leave
up to 11 paid holidays each year
9 occasional absence days each year, unless otherwise required by law
between 15 to 25 vacation days each year, depending on career level; and years of service

Strategy and Planning Advisor – Organizational Design Specialist

Key skills