AVP Organization and Total Rewards

Role Purpose:

The primary purpose of this role is to lead the design and implementation of organizational structures and frameworks that align with the company's strategic objectives. This role is responsible for conducting organizational assessments, developing effective structural models, executing job evaluations, and maintaining a job architecture that reflects the most current organizational structure. The position provides data-driven recommendations to improve organizational effectiveness and workforce productivity. The AVP Organization Design partners closely with HR Business Partners, senior business leaders, and the broader HR community to ensure that the organization is structured to efficiently achieve its mission and goals, while maintaining a consistent, equitable, and up-to-date job grading framework

Job Description

Organizational Structure Design

• Analyze and evaluate current organizational structures across business units to identify design opportunities and inefficiencies.
• Develop and recommend organizational models and reporting structures that support business strategy and operational efficiency.
• Collaborate with HRBPs and business leaders to implement structural changes with minimal disruption.
• Maintain updated organizational charts and structural documentation for all divisions.
• Conduct benchmarking against industry best practices and peer organizations to inform design recommendations.

Job Evaluation & Job Architecture

• Conduct job evaluations using a reliable job evaluation methodology (e.g., Hay, Mercer, or internal framework) to determine appropriate job grades across the organization.
• Develop, maintain, and continuously update the company's job architecture, including job families, job levels, and career streams, ensuring alignment with the most current and approved organizational structure.
• Ensure job architecture and grading decisions are consistent, equitable, and aligned with external market benchmarks and internal pay structures.
• Review and update job grades whenever structural changes, role expansions, or new position creations occur to reflect the latest organizational design.
• Collaborate with Reward, HR Policy, and HR Business Partners to integrate job architecture into compensation frameworks, career ladders, and talent management processes.
• Provide guidance to HRBPs and business leaders on proper job scoping, titling conventions, and grade determination for new or revised roles.
• Maintain a centralized job catalogue and ensure all positions are properly documented, classified, and aligned with the current org structure.
• Conduct periodic audits of job grades and role classifications to identify misalignments and recommend corrective actions.

Organizational Assessment & Analytics

• Conduct regular organizational assessments and diagnostics to evaluate structural effectiveness, spans of control, and layering.
• Develop and maintain organizational analytics dashboards and statistical reports.
• Analyze workforce data to identify trends, risks, and opportunities for organizational improvement.
• Support assessment and analysis aligns with strategic goals and present findings to senior leadership.
• Leverage data and analytics to provide actionable insights for decision-making.

Total Rewards

• Develop scenario and analyze complex data into compelling narratives and visualizations to support the design and implementation of total rewards programs including its financial impact.
• Ensure the accurate calculation and validation of total rewards programs, including—but not limited to—salary reviews, adjustments, short-term and long-term incentives, as well as allowances and benefits.
• Manage data submission for external salary surveys, analyze survey results and establish internal benchmarks to evaluate market competitiveness and inform effective pay positioning strategies.
• Assess the effectiveness, utilization, and alignment of current total rewards programs to ensure they support the organization's objectives and strengthen the employee value proposition.
• Provide data-driven insights and actionable recommendation to support the continuous improvement, enhancement, and policy development of total rewards programs.

Qualification

Related Experience:

• Minimum 5 years of professional experience in organizational design, workforce planning, or a related HR function within a complex organization.
• Proven track record in designing and implementing organizational structures.
• Experience in managing cross-functional coordination with HR Business Partners and business leaders.
• Experience with large-scale organizational transformation projects is an advantage.
• Experienced in managing the annual compensation cycle end-to-end.
• Experienced in utilizing salary survey tools such as Mercer, WTW, Korn Ferry, Aon, etc.