We're looking for a Transformation Manager – Organization Design/Effectiveness.
Start ASAP
Duration: until 30/9/2026

The transformation manager sits within the People & Organization (P&O) landscape and acts as a strategic partner to Business Leaders, HR Business Partners, and P&O Centres of Excellence. The role drives organisation design and effectiveness across the enterprise by creating clear, scalable organisational frameworks and operating models, ensuring structures, roles, and governance enable the business to deliver its strategic objectives.
The function supports the organisation in evolving how work is structured and governed (spans and layers, reporting lines, job architecture, workforce alignment), while building OD capability across HR and line leadership through tools, training, and evidence-based insights.

Project description:
This role leads and supports enterprise and functional organisation design initiatives such as:
• Designing future-state organisational structures and operating models aligned to business strategy and functional priorities.
• Enabling workforce and structural decisions through analytics (spans & layers, headcount distribution, cost impact, scenario modelling).
• Embedding consistent OD methodologies, toolkits, and governance so the organisation can scale efficiently and adapt with minimal disruption.

Primary Tasks and responsibilities
• Organisation Design & Operating Model Development
o Translate business and functional strategy into organisation design frameworks, principles, and target structures that create clarity and strategic focus.
o Apply the existing career framework principles (job families, functions, sub-functions) to evolve operating models and ensure consistent role clarity across the organisation.
o Design and optimise organisational structures, roles, reporting lines, spans and layers to improve efficiency, agility, and scalability.
o Conduct impact assessments for structural changes (people, process, governance, cost, risk) and define mitigation and transition actions to minimise disruption.
o Partner with Total Rewards and Talent Management to align levelling, pay structures, career paths and succession implications with the future-state design.

• Data Analysis & Strategic Insights
o Provide strategic, evidence-based insights to P&O Business Partners and senior business leadership to support workforce alignment and structural decisions.
o Analyse organisational data (e.g., spans & layers, workforce distribution, cost structures) to identify optimisation opportunities and run scenario comparisons.
o Translate insights into clear recommendations and “decision narratives” that enable leaders to act with confidence.
o Coach HRBPs and line managers on interpreting organisational analytics and applying insights to improve team effectiveness and accountability.

• Process, Tools & Capability Building
o Establish and maintain scalable OD tools, templates, and methodologies (e.g., design principles, assessment checklists, scenario modelling packs, workshop formats).
o Facilitate workshops to co-create organisation designs, align stakeholders, clarify accountabilities, and define decision rights and governance. 
o Build OD capability across HRBPs and business leaders through training sessions, learning materials, and hands-on coaching. [umicore.com]
o Ensure data integrity and reliability within organisation design systems and reporting sources, safeguarding the quality of insights.

• Reporting & Governance
o Produce dashboards and recurring reports on key organisational metrics (e.g., spans & layers, structural cost impact, change impact tracking) to provide transparency and steer decisions.
o Define and drive governance for structural changes to ensure consistency with enterprise design principles and alignment with strategic workforce planning.

• Stakeholder Collaboration & Change Enablement
o Partner with HRBP, Talent Management, Finance, and business leaders to align OD initiatives with budgets, workforce plans, and operational goals.
o Support adoption of new structures/operating models through structured communication, training, and transition planning, ensuring changes are understood and embedded.


Technical profile requirements
• 10+ years in organisation design, operating model work, job architecture, transformation, or related consulting/enterprise roles.
• Deep expertise in Organisation Design/Effectiveness methodologies, including organisational models, operating model design, spans & layers analysis, workforce sizing, and job architecture.
• Strong analytical capability: ability to interpret quantitative and qualitative inputs, model scenarios, and translate findings into practical recommendations.
• Knowledge of job architecture, levelling, and how these connect to reward structures and career frameworks.
• Strong process optimisation skills (simplify, redesign, standardise) to increase scalability and clarity.
• Proficiency with HR systems and organisational analytics/reporting tools (HRIS reporting, dashboards, org modelling/visualisation platforms).
• Advanced facilitation skills: ability to design and run workshops that drive alignment, problem-solving, and co-creation.

Non-Technical profile requirements
• Consultative mindset; acts as a trusted advisor, offering options and thought leadership rather than only executing requests.
• Strategic thinking; connects OD work to business strategy and longer-term workforce planning.
• Strong stakeholder management and influencing skills across senior leaders and cross-functional partners; able to persuade with data and crisp narratives.
• Critical thinking and constructive challenge; comfortable reframing problems and proposing alternative structures/ways of working.
• Excellent communication skills; simplifies complex organisational topics for varied audiences.
• Continuous improvement orientation; proactively improves OD tools, processes, and governance.
• Coaching and capability building; strengthens OD maturity in HRBPs and line leadership through learning and hands-on guidance.

Methodology/Certification requirements
• Minimum Bachelor’s degree in Business, HR, Psychology, Communications, IT, Engineering, or related field (Master’s is a plus)
• Change management certification and/or experience supporting adoption of structural/operating model change are a plus
Language proficiencies
• Advanced/Fluent English (spoken and written)
*Belgian Citizen
• Additional languages (e.g., Dutch, French, German) are an asset depending on stakeholder geography.

Location
• Remote contractors are accepted
• If local contractor, 3days/week onsite presence required in Brussels

Experience in large international environments : 10 years