Organizational Design 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.

Key Responsibilities

• 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.

Required Experience and Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Finance, Economics, Data Analytics, or a related field; master’s degree preferred.
• Minimum of 8–10 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.

Key Competencies

• 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.

Key Stakeholders

The role reports to Nexperia’s 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 Women's groups. Nexperia is committed to increasing women in management positions to 30% by 2030.