Organisation Development & Capability Lead, Global

Koala

7d • Hybrid

About The Position

Koala is seeking a senior specialist to own global organisation design and capability. The role brings performance, levels and organisational structure together as one evidence-led system, using data and AI to help make decisions faster and fairer. The role-holder builds frameworks and analysis, then works with business partners, market leads and leaders to implement them across Australia, Japan, the US and the UK.

The role is the global owner and subject-matter expert for how Koala is organised and works as a global matrix, including direct and dotted-line relationships, decision ownership and escalation. It partners with the Global Head of People, the ELT, the Global Leadership Team and the Strategy team. The role aligns performance, levels and structure with company goals but does not set those goals.

The position designs the global organisation model and matrix ways of working; builds progression, capability, performance, calibration and job architecture frameworks; and supports succession and critical-role coverage. It also uses data and AI tools to reduce administrative effort, defines organisation-health metrics and prepares monthly and quarterly reporting, and provides level and structure inputs to remuneration benchmarking and compensation reviews. AI informs decisions, while accountable leaders retain responsibility for ratings, pay and promotions, subject to privacy and legal checks in each market.

Requirements

• Deep expertise in organisation design and capability in specialist or lead roles within a scaling global business, with peer recognition as an expert.
• Experience designing how a global matrix organisation works, including direct-line and dotted-line accountabilities, decision rights and forums, and making the arrangements stick.
• Experience building a job-level framework with competencies at each level and clear progression, and evidence that it works.
• Experience designing or supporting performance and calibration approaches trusted by senior leaders.
• Experience analysing spans, layers and organisational structure using data and changing an organisation as a result.
• Curiosity about and hands-on comfort with data and AI, and willingness to develop better approaches when standard methods are slow.
• Ability to influence senior leaders and drive adoption without a team of direct reports.
• Strong commercial judgement and credibility with senior leaders across the business.

Nice To Haves

• Experience across multiple countries.

Responsibilities

• Own the global organisation model, including leadership shape, spans, layers and decision rights.
• Test organisational structure options using data and scenario modelling before decisions are made.
• Provide structural input to workforce planning with Talent Acquisition, Finance and business leaders.
• Define how the global matrix operates across Australia, Japan, the US and the UK, including direct-line and dotted-line accountabilities.
• Set ownership for people and organisation decisions, including who decides, is consulted or informed, and how cross-functional or market disagreements are escalated.
• Agree with market leads which practices are global and which adapt by market, and keep the arrangements current.
• Design forums and channels that connect the matrix, with clear purpose, membership, cadence and decision rights; document these in plain language and coach leaders and the P&C team to use them.
• Design transparent progression and promotion paths, including a specialist career path, and build capability frameworks and development pathways that link levels and competencies to learning.
• Make promotion readiness visible in calibration.
• Help design the global performance framework, rating definitions and evidence standards, aligned to levels and competencies and developed with the people running cycles in each market.
• Design calibration and talent frameworks with market business partners, using shared evidence, consistent definitions and bias checks.
• Support calibration sessions and drive outcomes, including succession and critical-role coverage.
• Build and maintain a global job architecture with role families and levels defined by scope, impact and skills, rather than tenure or title.
• Define plain-language competencies and observable examples for each level, covering specialists and people leaders and aligning with Koala values.
• Use data and AI tools to streamline the people system, including manager evidence summaries, organisation modelling and level matching, while ensuring people make decisions and accountable leaders retain decisions on ratings, pay and promotions.
• Apply privacy and legal checks for AI-enabled processes in each market.
• Define people metrics for the ELT and Board, including spans, layers, level mix, and promotion and progression rates by market; prepare monthly and quarterly reporting.
• Link levels, progression and recognition to Koala’s Global remuneration philosophy and provide level and structure inputs to benchmarking and compensation reviews.
• Work with the Strategy team to reflect company goals in objectives, performance measures and structures without owning the goals.

Benefits

• Hybrid working, with approximately three days at the Alexandria Treehouse office and the option to work from home.
• Generous time off, including volunteer, parental and Koala life leave.
• Fully stocked kitchen with healthy local produce, breakfast, salad bar, kombucha, monthly barbecues and other amenities.
• Pet-friendly Treehouse office.
• Free Koala products and discounted purchases for friends and family.
• Employee Assistance Program with unlimited sessions for financial, work, relationship, family or wellbeing support.
• Learning Management platform, individual and team growth budgets, and dedicated learning and development days.
• Volunteer days and community initiatives.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed