About the Role

Within this role you will work with Exec members, business leaders, directors and managers to design structures and roles for their teams to deliver against strategy.

You will drive a strategic vision and plan for how we structure the Group business to succeed and respond to upcoming market and functional trends in the next 1-3 years, based on both internal and external perspectives.

You will be responsible for

• Providing Organisation Design (OD) expertise always thinking about the Group as well as the Market needs, ensuring that decisions made are considered against wider Group objectives / direction of travel.
• Staying curious and keeping up to date with OD best practice both internally and externally and developing professional OD blueprints e.g., OD principles, Work Levels, Job Descriptions.
• Working in partnership with leaders to understand organisation requirements and identify and influence organisation design improvements to fulfil organisation strategy/ objectives and meet financial targets across the next 1-3 years.
• Advising and challenging leaders with well-considered data-led role and structure options and recommendations aligned to OD principles and the Tesco Service Model.
• Designing roles with differentiated accountabilities and simple, clear ways of working.
• Building trusted relationships with leaders to systematically assess the impact of the design on factors such as behaviour, skills, capabilities attitudes, culture, systems, and communication flows; engage and collaborate on inter-dependencies with other People POEs, partnering teams and function change teams.
• Partnering with functional finance partners and working with leaders to align on total efficiencies achieved and/or investments required to make change happen.
• Collaborating with leaders on the case for change, benefits and change narrative.
• Leading evaluation to assess changes are embedded and outcomes evaluated against success measures.
• Adhering to position governance processes to ensure ongoing integrity of roles and structures.
• Working with managers / people colleagues to maintain accurate position data, make amendments to roles and structures and provide insights/trends to business leaders on headcount and structures data.
• Partnering with Strategic Workforce Planning as required to ensure our long-term shape is known and understood with relevant interventions included in annual plans.