Organizational Design Lead

Ascension•Pace, FL

7h•$116,413 - $162,413•Remote

About The Position

Serve as a strategic partner for Human Resources (HR) teams in ensuring end-to-end delivery throughout the design and implementation of organizational changes. Collaborate with the HR team to embed associate-centric, mission-focused design solutions to achieve goals related to mergers, acquisitions, divestitures, closures, and large-scale intra-company transfer initiatives. Drive operational rigor through workforce stabilization, talent calibration through structure, and role transformation through enabling a positive associate experience. Provide data-driven recommendations for role alignment, span of control, and capacity management. Develop and maintain a standard approach, inclusive of processes, materials and mechanisms, to support consistent practices. Collaborate with key stakeholders to develop mitigation strategies to address risks, barriers and challenges. Analyze workforce data and identify areas of improvement from the design and mitigates risk. Create key performance indicators or tracking mechanisms for measuring success and reporting. Provide a clear line of sight to end users of progress made toward full design and execution of the design. Develop processes and methods to capture, monitor, and disseminate updates and critical information to key stakeholders.

Requirements

High School diploma equivalency with 3 years of cumulative experience OR Associate's degree/Bachelor's degree with 2 years of cumulative experience OR 7 years of applicable cumulative job specific experience required.
Demonstrated experience independently leading complex organization design engagements from diagnosis through implementation, including operating models, governance, role and accountability design, decision rights, and spans and layers.
Advanced proficiency in Excel and analysis of workforce, financial, operational, or organizational data, with the ability to translate findings into clear, executive-ready recommendations.
Proven ability to facilitate senior leaders, constructively explore initial requests, navigate competing perspectives, and influence organizational decisions without formal authority.
Demonstrated success managing multiple concurrent engagements in a large, matrixed organization, engaging cross-functional partners early and navigating tension among local, functional, and enterprise priorities.

Nice To Haves

3 years of leadership or management experience preferred.
healthcare or multi-market experience preferred.

Responsibilities

Serve as a strategic partner for Human Resources (HR) teams in ensuring end-to-end delivery throughout the design and implementation of organizational changes.
Collaborate with the HR team to embed associate-centric, mission-focused design solutions to achieve goals related to mergers, acquisitions, divestitures, closures, and large-scale intra-company transfer initiatives.
Drive operational rigor through workforce stabilization, talent calibration through structure, and role transformation through enabling a positive associate experience.
Provide data-driven recommendations for role alignment, span of control, and capacity management.
Develop and maintain a standard approach, inclusive of processes, materials and mechanisms, to support consistent practices.
Collaborate with key stakeholders to develop mitigation strategies to address risks, barriers and challenges.
Analyze workforce data and identify areas of improvement from the design and mitigates risk.
Create key performance indicators or tracking mechanisms for measuring success and reporting.
Provide a clear line of sight to end users of progress made toward full design and execution of the design.
Develop processes and methods to capture, monitor, and disseminate updates and critical information to key stakeholders.