Organisation Design Principal

About Citco

Citco is a global leader in fund services, corporate governance and related asset services with staff across 50 office Locations worldwide. With more than $2 trillion in assets under administration, we deliver end-to-end solutions and exceptional service to meet our clients’ needs.

For more information about Citco, please visit

About the Team & Business Line:

Citco Group provides services to our Citco Group of Companies and helps business to succeed in client service excellence.

The Citco HR function comprises of five teams that collaborate to support business operations: Talent Acquisition, Learning & Development, Reward, People Operations and HR Business Partners. We are now evolving this model by introducing Organisation Design as a new, enterprise capability within HR.

Your role:

The Design function is putting in place a structured way of making decisions about how Citco is organised - how many management layers exist, where accountability sits, how wide each manager's span of control is, and whether the structure fits what the business needs to deliver.

This role does the hands-on organisation design work: reviewing current structures, supporting business units through structure changes using Citco's org design framework, and building the analysis that design decisions rest on so that org design at Citco is a continuous discipline, not a one-off event.

This is a unique opportunity to help build Citco’s OD capability from the ground up. The role offers a challenging but highly rewarding mandate, with real scope to influence executive decision-making, introduce innovative approaches, and embed OD thinking at enterprise level.
The successful candidate will have the chance to make a lasting impact, helping to shape a function that delivers meaningful insight, drives strategic outcomes, and evolves with the business.

Current-state analysis and structure reviews

• Document and map existing organisation structures across business units: reporting lines, spans of control, management layers, and governance forums.

• Map the current operating model alongside the structure: end-to-end activities performed by each function, how work flows across teams, where decisions are made, and how this connects to what the business is trying to deliver.

• Identify structural problems with evidence: duplicate roles and activities, capacity constraints, key person dependencies, hand-off friction between teams, and spans or layers outside Citco's benchmarks.

• Build and maintain the org structure baseline and span and layer reporting and keep it current.

Support design and testing of future structures

• Start every design engagement from strategy: understand what the business unit is trying to achieve, what the operating model needs to deliver, and translate that into design criteria.

• Support the full design cycle under Citco's org design framework: from the case for change and current-state assessment, through design principles, option development, and design testing, to role design and transition.

• Prepare the materials for design sessions with business leaders covering structure options, span and layer effects, headcount and cost comparisons - and support facilitation.

• Test proposed designs rigorously before they are approved: clear accountability for each outcome, workflow without unnecessary hand-offs, clarity of decision rights, interfaces between teams, leader capacity, capability gaps, client impact, and resilience.

• Support role design: role profiles and accountabilities for affected roles, role mapping from current to future structure, and workforce impact analysis.

• Support transition planning: future-state headcount models including growth scenarios, hiring requirements, and analysis of impacted teams and individuals.

Governance and measurement

• Manage incoming requests through the OD intake and triage process, applying the criteria for when OD involvement is mandatory versus advisory.

• Track whether structural changes deliver what was intended: benefits and adoption measures, post-implementation reviews 3–6 months after go-live, and the discipline's KPIs — managers within span benchmarks, layer counts by business unit, and structural changes processed through OD governance.

• Work day-to-day with the discipline's key stakeholders: Business Directors, Finance, and within HR.

About You:

• Confident working with HR and organisational data in Excel (Power BI is a plus), able to build headcount models and span/layer analysis, and turn them into a clear, well-evidenced storyline.

Our Benefits

Your wellbeing is of paramount importance to us, and central to our success. We provide a range of benefits, training and education support, and flexible working arrangements to help you achieve success in your career while balancing personal needs. Ask us about specific benefits in your location.

We embrace diversity, prioritizing the hiring of people from diverse backgrounds. Our inclusive culture is a source of pride and strength, fostering innovation and mutual respect.

Citco welcomes and encourages applications from people with disabilities. Accommodations are available upon request for candidates taking part in all aspects of the selection.

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