Director, Organizational Design & Agentic Workforce Design

Position Summary:

Reporting to the Vice President, Workforce Reengineering, the Director, Organizational Design & Agentic Workforce Design is responsible for translating workflow redesign outputs into future-ready organizational, workforce, job, skills, and agentic workforce design.
This role serves as the organization's authority on how work should be organized once workflows have been redesigned. The Director leads organization design, operating model design, job architecture, skills architecture, strategic workforce planning, workforce modelling, and agentic workforce design initiatives that enable SE Health's future-of-work agenda.
The role is accountable for determining the optimal mix of human, digital, and agentic capability required to deliver organizational outcomes while ensuring governance, accountability, and sustainable workforce models

Primary Accountabilities:

Lead the Organizational Design & Agentic Workforce Design function 

• Function as SE’s Organizational Design & Agentic Workforce Design subject matter specialist, providing informed advice and guidance.
• Establish and operate SE’s Organizational Design & Agentic Workforce Design function
• Develop enterprise methodologies, standards, frameworks, tools, and governance.
• Establish organization design and workforce design leading practices, working in alignment with Talent, Rewards, and technical (digital) teams.
• Maintain a repository of leading practice and thought leadership research.
• Maintain an enterprise portfolio of organizational design and agentic workforce design initiatives, ensuring visibility, alignment, and resource optimization. 

• Build practitioner capability across the HR function to support re-organization activities.

Job Design, & Organizational Design, & Operating Model Design 

• Translate workflow redesign outputs into organizational, job, and workforce design recommendations. 

• Lead enterprise job design and organizational design engagements.

• Model organizational design scenarios, assessing implications for cost, capability, spans/layers, and workforce sustainability. 

• Design future-state organizational structures; aligned to strategy and business/care outcomes/goals.

• Develop governance structures, accountability models, and decision rights frameworks.

• Design layers, spans, reporting structures, and role charters.

• Develop operating model options aligned to redesigned workflows.

Job Architecture & Skills-Based Workforce Design 

• Working with HR partners, establish governance for job architecture and skills architecture, ensuring ongoing maintenance, versioning, and enterprise adoption. 

• Partner with Rewards to ensure job architecture, leveling, and skills frameworks align to compensation structures and career pathways. 

• Lead enterprise job architecture design and governance.

• Design job families, career frameworks, role standards, and leveling models.

• Lead skills architecture development and governance; including skills-based where feasible.

• Connect workflow requirements to workforce capabilities.

• Establish skills-based approaches to workforce design and talent mobility.

Agentic Workforce Design & Human-Agent Workforce Models 

• Establish standardized frameworks and approaches to identify jobs / tasks  most suitable for agentification.
• Design future-state human, agentic, and hybrid workforce models.
• Determine optimal allocation of work between humans and AI agents.
• Develop human oversight, governance, and accountability models.
• Identify workforce implications of automation and agentification initiatives.
• Partner with Digital teams regarding implementation feasibility and governance; including ‘AI Factory’ skills development aligned to Talent team skills ontologies.  
• Align an agentic skill ontology with human skill ontologies; work with digital teams to identify design operational specifications for ‘agents’ that  that align with skill requirements for the work to be performed
• Lead stakeholder engagement activities (e.g., workshops, focus groups, showcases, data gathering sessions) to socialize Human-Agent Workforce Models (options) enabling decision-making and buy-in. 

Strategic Workforce Planning & Workforce Intelligence 

• Collaborate with Talent, Finance, and Operations to inform strategic workforce planning, including Build‑Buy‑Borrow‑Bot analyses. 
• Inform Build-Buy-Borrow-Bot Talent Strategies.
• Provide insight informing forecasting of future talent and skills requirements.
• Contribute to skills supply and demand analyses.
• Provide insight and guidance to inform workforce transition strategies and implementation plans.
• Inform investment and workforce deployment decisions.

Management and Leadership 

• Build a collaborative team culture across HR and the broader business, champion professional and respectful behavior, drive a coaching mindset to support high performance of teams and foster an inclusive environment.
• Effectively manage human and financial resources; including performance management, staff engagement, compliance requirements, procurement, and budget management 
• Model exemplary leadership attitudes, behaviors, and capabilities consistent with SE Health Values, including a relentless focus on person-centred care, psychological safety, excellence, accountability, empowerment, and innovation.
• Inspire and enable individuals and teams to adopt evidence-informed, leading practices to ensure that the HR function is current/relevant; ensure staff are properly trained, have the skills/capabilities/attitudes to be successful, and are constantly developing and adapting in the face of change
• Foster a continuous improvement environment and a learning culture, in full support of all aspects of our People Everything approach.
• Provide coaching and feedback to support individual and team optimization, practice co-design and human-centred design approaches, create a psychologically safe workplace and highly engaged teams.  
• Contribute to, inform, and support change management activities.
• Inform annual planning and talent management activities.
  

Qualifications & Experience:

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, Industrial Engineering, or a related field required.

• Master’s degree in a related field preferred.
• 5+ years of experience in-house or as a management consultant leading Job and Organizational Design teams/programs.

• Proven experience taking optimized and sub-optimal process/workflow and breaking into job task/skill requirements.

• Experience with skills-based job architecture/frameworks, application of skills taxonomies to org design and agentic workforce design, talent marketplace/internal mobility approaches.

• Experience designing AI-enabled operating and workflow models or partnering on automation/GenAI programs (human-in-the-loop, controls, governance) preferred.

• Certifications in LEAN, user-centred design, Prosci change management, or organization design methodologies preferred.

• Ability to work with clients and support teams (e.g., HR, Finance) to model, option, design, plan, and support the execution of basic to complex organizational redesign/reorganization activities.

• Systems thinker with strong analytical capability (quantitative and qualitative) with the ability to synthesize insights into clear recommendations.

• Experience designing roles and structures that enable optimization of staff satisfaction, team and individual performance, business and patient/client outcomes, and efficiencies; includes designing roles and structures that bring joy to work versus ‘drain’ staff resilience batteries contributing to burnout and disengagement.

• Proven ability to analyze complex data and business intelligence from various sources, to simplify complexity to support decision-making and modelling optionality.

• Strong people data analysis and storytelling skills; including an ability to align data to simplify complex, develop actionable insights, and implement results.

• Demonstrated capability to translate and integrate new research/thinking to practice.

• Exceptional communication, facilitation, and stakeholder management skills.

• Valid driver’s license and the ability to travel is a requirement.

Why join SE Health?

• Competitive Total Rewards
  So much more than a paycheque! Enjoy comprehensive benefits, pension, flexible pay options, car-loan support, housing solutions and exclusive staff perks.
• Flexibility & Belonging
  Thrive with hybrid work, flexible scheduling and a supportive, inclusive culture that puts people first.
• Purpose & Impact
  Join a national social enterprise where your voice matters. Every role helps advance health, spark innovation and strengthen communities across Canada.

• Growth That Meets Your Ambition
  Access tuition support, training and meaningful career pathways across a growing, future-focused organization.

About SE Health

SE Health is a not-for-profit social enterprise advancing health with heart. With 115+ years of impact, we bring hope, happiness and exceptional care to people and communities across Canada. We lead with empathy, dignity and purpose while building a future where everyone can realize their full health and well-being potential. We’re also an inclusive, supportive workplace offering competitive compensation, strong benefits and real opportunities to grow. We’re All In Together.

Accessibility : If you require accommodations due to illness or disability, please contact Talent Acquisition at View email address on careers.sehc.com .

AI and compensation details: We use AI to take notes during our interview.  All applications and interviews are reviewed by our Talent Acquisition team. This role is a new addition. The total target compensation for this position is $129,000 - $160,000. The compensation offered is determined based on the successful candidate’s relevant experience, skills, and competencies, taking into consideration internal equity.