Lead: Organisational Design & Talent at Momentum Metropolitan Holdings Limited

Role Purpose    

• This role is a strategic partner to business unit Human Capital teams and a key enabler of effective organisational design processes, providing support on talent acquisition practices and the consolidation of a Group talent view. The role will focus on the optimal enablement of a new and revised performance management solution and practice aligned with our cultural behaviours. In addition, this role will manage the assessment to ensure closer integration between assessment delivery and the broader Talent, Organisational Design, and Performance execution. In addition, this role will manage the Assessment Centre to ensure closer integration between assessment delivery and the broader Talent, Organisational Design, and Performance execution.

Requirements    

• Master’s degree in Industrial/Organisational Psychology.
• Minimum 10 years’ experience in Organisational Design and Talent Management with at least 5 years in a senior or lead role.
• Proven track record managing job families, job evaluation, grading, and role libraries.
• Demonstrated ability to partner with business units to co-create talent and organisational solutions.
• Familiarity with talent management systems and data reporting.
• Experience in providing assessment feedback and managing the optimal use of psychometric assessments.

Duties & Responsibilities    
Organisational Design as a Complementary Partnership:

• Lead the end-to-end design, implementation, and continuous improvement of the organisational design framework, well-researched operating models, and role architectures that enable strategic priorities and business agility. This will be in close partnership with the business unit Human Capital teams.
• Conduct comprehensive organisational diagnostics and capability assessments to identify structural gaps, bottlenecks, and opportunities for optimisation.
• In partnership with the respective business unit Human Capital representative/Head, design and facilitate scenario planning and future-state modelling workshops to evaluate alternative organisational configurations in response to changing business needs.
• Develop, maintain, and evolve clear organisational design principles, frameworks, policies, and governance standards that promote consistency, equity, and adaptability across Momentum Group.
• Support the management and ongoing governance of job families, job evaluation methodologies, grading frameworks, and role libraries, ensuring alignment with market benchmarks and internal equity. This will be in close partnership with the Rewards and Benefits team.
• Lead cross-functional working groups to ensure organisational design is integrated with talent planning, performance management, and capability development.
• Champion organisational agility by embedding design approaches that enable faster decisionmaking, collaboration, and innovation.
• Monitor and evaluate the impact of organisational design interventions, using qualitative and quantitative metrics to guide continuous refinement and value delivery to the business unit Human Capital teams.
• Stay abreast of emerging trends, research, and industry best practices in organisational design, bringing innovative approaches and thought leadership to the organisation.
• Play a role in growing the organisational design competence in the business unit HC teams to ensure optimal organisational design skills without duplicated efforts.

Talent Management Consolidation:

• In partnership with the Head: Organisational Development & Capability Building and the Business Unit Human Capital experts (Organisational Development and Executives) co-create a comprehensive talent management methodology and framework aligned with business needs and people strategy that will deliver the biggest impact.
• Enablement and optimisation of talent management systems to enhance workforce insights and decision-making in line with Business Unit needs.
• Coordinate succession reporting and ensure data accuracy and meaningful insights to enable the Group Human Capital Executive and Group Exco to make informed decisions.
• Lead prudential authority consolidation reporting.
• In partnership with the Business Unit Human Capital experts, Human Capital Executives and Head of OD and Capability Building, enable a mentorship programme in line with the business unit needs and expectations.
• Continuous monitoring of the visibility of Talent across the group, including mobility.

Talent Acquisition Excellence:

• Manage recruitment agency relationships, including SLA management and ongoing coordination to ensure high service standards.
• Co-create an optimal, world-class recruitment process and practice with business unit Human Capital experts, mapping all candidate and stakeholder touchpoints to ensure a seamless experience.
• Work collaboratively with business units and the Human Capital community to continuously improve recruitment effectiveness and candidate experience.

Delivering Integrated Talent Acquisition Excellence:

• Oversee and manage close integration between the assessment delivery and the broader Talent, Organisational Design, and Performance execution.
• Ensure that the Assessment Centre delivers world-class assessments that will address the business needs.
• Ensure that the minimum standards and governance requirements are met in managing the assessment centre in partnership with the Assessment Centre Team Leader. Deliver in line with service level agreements to ensure no delays in recruitment and development processes.
• Stay abreast of best practice within psychometrics and ensure research is conducted to ensure we provide an offering of tools that are relevant. 
• Regularly explore new assessments and evaluate the impact in line with business unit requirements.

Performance Excellence Management:

• Work closely with the Group Human Capital Executive & BU’s on a refocussed approach to performance excellence aligned to the six cultural behaviours.
• In partnership with business unit Human Capital experts, Human Capital Executives and Head: OD and Capability Building ensure that performance excellence is enabled effectively.
• Constantly provide research on trends and market movements with regards to performance management practices.
• Provide tools, guidance, and support to the business unit Human Capital teams to embed performance management practices consistently across the Group.
• Partner with the Human Capital community to analyse performance data and surface actionable insights to inform organisational development and talent strategies.
• Ensure alignment with performance excellence and reward practices.

Partnership with Capability Execution:

• Collaborate closely with Digital and Capability Execution to align organisational design and talent initiatives with enterprise capability frameworks and future skills development.
• Work closely with business unit Human Capital teams as well as the Lead: Digital and Capability Execution to understand skills of the future and how we integrate learning practices into talent development plans to ensure the business can pro-actively solve for skills relevant in future.
• In partnership with business unit teams and the bigger OD and Capability Building team, ensure organisational structures and roles support the effective application and scaling of new skills.

Coordination of MMPowered Initiative:

• Manage the coordination of the MMPowered initiative, ensuring alignment with organisational design and talent strategies.
• Enable and empower pro-active engagement to support the business unit teams.

Performance Excellence Management:

• Work closely with the Group Human Capital Executive & Business Unit’s on a refocussed approach to performance excellence aligned to the six cultural behaviours.

Competencies    

• Deep expertise in Organisational Design and Operating Models.
• Exceptional at stakeholder management and engagement with a proven and supported track record.
• Understanding of Talent Management practices and best practice.
• Recruitment Agency Management understanding and experience.
• Deep understanding of Performance Management and the practical application thereof, and system enablement.
• Analytical thinking and enablement of data-driven decision-making.
• Strong collaboration and co-creation mindset with a proven track record and feedback.
• Business acumen and advisory skills in a partnership model.
• Strong research skills and mindset to ensure solutions are delivered based on needs.
• Solution orientated.

Deadline:25th July,2025