Principal, Workforce Role Architect - Organizational Design-Strategic Programs at American Water in Camden, NJ | USD98,800-165,100 | Kablio

Role

Description

operating model

workforce design

role mapping

framework development

transition planning

skills gap

Operating Model Design: Support definition of governance, decision rights, and RACI structures for new operating model/ organization changes required to support future-state capabilities.
Align on approach and RACI for workforce implementation and organization transition planning including HR and business responsibilities & readiness criteria to be included in overall readiness planning
Design & Alignment: Lead workforce design including organization and role architecture required to deliver AW2030 roadmap, ensuring alignment with HR strategies and business priorities.
Leadership Engagement: Facilitate executive and team workshops to clarify future-state organization and workforce changes and embed new ways of working.
Provide recommendations to CHRO, executive team, and relevant HR & business leadership, surfacing cross-value stream considerations and enterprise trade-offs.
Identification of critical skills gaps and sourcing / upskilling recommendations
Labor Relations Considerations: Partner with AW2030 Labor Relations Lead to proactively identify impacts to represented workforces, identifying any notification or negotiation requirements to be incorporated into planning.
Leadership and team workshops to support alignment & activation of future-state workforce design
Role mapping and alignment to support training and security needs
Program Vertical Alignment meetings (VAM) and SteerCo meeting materials reflecting aligned HR guidance and decision options
Executive Partnership: Establish Workforce Design / HR / Labor advisory / HR Change Experience Advocate forum to ensure transparency and facilitate early alignment and guidance on workforce, role, and talent strategy considerations and options.
Occasional travel may be required to support workshops, leadership sessions, or stakeholder engagements.
Future-State Role Frameworks & Organization: Develop and maintain AW2030 program future-state frameworks, org charts, and role definitions for new capabilities, in alignment with American Water enterprise job architecture, delegation of authorities, SOX compliance considerations, and security role mapping.
Role Mapping and Organization Transition Planning: Map current roles to future-state responsibilities and develop workforce transition plans aligned with program wave releases and state engagement considerations.
Define program approach to align and confirm decisions for future-state workforce design changes envisioned by AW2030 with overall enterprise HR strategies for operating model, job architecture, and talent strategy

Requirements

microsoft office

workforce planning

organizational design

bachelor’s degree

12+ years

executive presence

Governance models including RACI and decision rights
Techniques for skills assessment and workforce analytics
Proficiency in Microsoft Office (Word, Excel, PowerPoint)
Strategic thinking and organizational planning
Organizational design principles and workforce planning practices
Skills & Capability Planning: Conduct skills gap analysis and recommend upskilling, reskilling, or recruitment strategies as required to enable future-state capabilities
Bachelor’s degree in Human Resources, Business, Organizational Development, or related field (Master’s preferred)
Strong stakeholder engagement, communication, facilitation, and cross-functional collaboration
Typically requires 12+ years of relevant experience, including 8+ years of experience and demonstrated expertise in workforce planning, organizational design, role architecture, talent strategy
Executive presence and credibility with ELT executive team and senior leaders
Experience collaborating with labor relations and represented workforces
Ability to synthesize complex organizational data into actionable plans.
Familiarity with American Water operating model, job architecture, state-level engagement and labor relations / union workforce considerations
Experience working with senior leaders, cross-functional teams, and executive governance structures
Ability to navigate formal governance structures while facilitating early HR and business leader alignment
Proven success and experience leading large-scale transformation initiatives or enterprise-wide workforce / organizational changes preferred

Benefits

This role for the AW2030 Program will be full time, and you will be committed to this program for a minimum of one year. We are invested in your development and supporting your career with American Water.
We are invested in your development and supporting your career with American Water. At the program’s completion, we expect your placement in a role at a similar or higher level than your current role.
Workforce transition and talent plans, including workload, skills analyses
Estimated travel: 20% +, depending on project phase and location of impacted teams.

Training + Development

Information not given or found

Interview process

Information not given or found

Visa Sponsorship

Information not given or found

Security clearance

Information not given or found

Company

Overview

Since 1886

Year Established

The company was founded in this year, marking the beginning of its journey in water and wastewater services.

14M+ People

Serve Millions Daily

The company delivers water and wastewater services to over fourteen million people across the United States.

24 States

National Presence

The company operates and provides essential water services in a significant portion of the U.S., covering two dozen states.

130+ Years

Legacy of Excellence

With over a century of experience, the company has built a reputation as a leader in water systems and operations.

Provides vital water and wastewater services, ensuring communities have access to clean water.
Has a long history of managing water infrastructure in partnership with municipalities.
Recent projects include modernizing infrastructure, expanding service coverage, and improving water treatment facilities.
Known for innovation in water management, offering sustainable solutions to modern water challenges.
A trusted provider for residential, commercial, and industrial customers across the U.S.

Culture + Values

Safety first – safety is our top focus for every employee, customer and community we serve.
Trust, dignity & respect – being dependable, honest, transparent and accountable; ensuring everyone is acknowledged, heard and empowered to thrive.
One team – leveraging our size, scale and expertise to act as a cohesive team working towards a greater purpose.
Environmental leadership – delivering clean, safe, reliable and affordable services while acting as a trusted steward of our most precious resource.
High performance – committed to excellence in everything we do, executing to the best of our abilities and addressing issues quickly and transparently.

Environment + Sustainability

75% reduction

Injury Rate Improvement

The injury rate has been reduced by 75% since 2018, demonstrating a strong commitment to workplace safety.

20 billion kWh

Solar Energy Generation

Deployment of solar panels at six treatment facilities generates approximately 20 million kWh annually.

6.4 billion gallons

Water Saved

Leak-detection technology has prevented the loss of 6.4 billion gallons of water per day over five years.

≤1%

Affordable Water Bills

Average residential bills are capped at ≤1% of median household income, ensuring affordability.

Medium‑term GHG goal: reduce scope 1 and 2 emissions by 50% by 2035 from a 2020 baseline.
Long‑term GHG goal: achieve net zero scope 1 and 2 emissions by 2050.
Water delivery efficiency: by 2035, reduce water delivered per customer 15% vs 2015 baseline.
Water system resilience: by 2030, increase Utility Resilience Index by 10% vs 2020 baseline.
Drinking water quality compliance tied to employee compensation via Annual Performance Plan.
Infrastructure investment: billions annually, including $28–32 billion over ten years to modernize assets, boost resiliency, reduce leaks and enhance water quality.
In 2022, water‑line replacement rate was 136 years—well ahead of nearly 200‑year industry average.

Inclusion & Diversity

#11 Ranking

Forbes Best Employers for Diversity

Recognized as one of the top employers for diversity in the U.S.

4 Years

Consistently top-scoring utility in the Disability Equality Index.

2022 Pay Equity

Conducted a comprehensive pay equity analysis across the organization.

Four Consecutive Years

Included in the Bloomberg Gender Equality Index for four years.

Chief Inclusion Officer (dual-reporting to CEO & CHRO) leads ID&E strategic plan.
Inclusion & Diversity Advisory Council provides governance and guidance for ID&E efforts.
Four employee business resource groups launched: female empowerment; Black/African American; LGBTQ+; caregivers & disability.
Social-goal tracking includes % female and racial/ethnic diversity based on self-identification.
Annual Performance Plan includes Employee Diversity as performance metric.

Articles

Careers

Sustainability

Role

Description

operating model

workforce design

role mapping

framework development

transition planning

skills gap

Operating Model Design: Support definition of governance, decision rights, and RACI structures for new operating model/ organization changes required to support future-state capabilities.
Align on approach and RACI for workforce implementation and organization transition planning including HR and business responsibilities & readiness criteria to be included in overall readiness planning
Design & Alignment: Lead workforce design including organization and role architecture required to deliver AW2030 roadmap, ensuring alignment with HR strategies and business priorities.
Leadership Engagement: Facilitate executive and team workshops to clarify future-state organization and workforce changes and embed new ways of working.
Provide recommendations to CHRO, executive team, and relevant HR & business leadership, surfacing cross-value stream considerations and enterprise trade-offs.
Identification of critical skills gaps and sourcing / upskilling recommendations
Labor Relations Considerations: Partner with AW2030 Labor Relations Lead to proactively identify impacts to represented workforces, identifying any notification or negotiation requirements to be incorporated into planning.
Leadership and team workshops to support alignment & activation of future-state workforce design
Role mapping and alignment to support training and security needs
Program Vertical Alignment meetings (VAM) and SteerCo meeting materials reflecting aligned HR guidance and decision options
Executive Partnership: Establish Workforce Design / HR / Labor advisory / HR Change Experience Advocate forum to ensure transparency and facilitate early alignment and guidance on workforce, role, and talent strategy considerations and options.
Occasional travel may be required to support workshops, leadership sessions, or stakeholder engagements.
Future-State Role Frameworks & Organization: Develop and maintain AW2030 program future-state frameworks, org charts, and role definitions for new capabilities, in alignment with American Water enterprise job architecture, delegation of authorities, SOX compliance considerations, and security role mapping.
Role Mapping and Organization Transition Planning: Map current roles to future-state responsibilities and develop workforce transition plans aligned with program wave releases and state engagement considerations.
Define program approach to align and confirm decisions for future-state workforce design changes envisioned by AW2030 with overall enterprise HR strategies for operating model, job architecture, and talent strategy

Requirements

microsoft office

workforce planning

organizational design

bachelor’s degree

12+ years

executive presence

Governance models including RACI and decision rights
Techniques for skills assessment and workforce analytics
Proficiency in Microsoft Office (Word, Excel, PowerPoint)
Strategic thinking and organizational planning
Organizational design principles and workforce planning practices
Skills & Capability Planning: Conduct skills gap analysis and recommend upskilling, reskilling, or recruitment strategies as required to enable future-state capabilities
Bachelor’s degree in Human Resources, Business, Organizational Development, or related field (Master’s preferred)
Strong stakeholder engagement, communication, facilitation, and cross-functional collaboration
Typically requires 12+ years of relevant experience, including 8+ years of experience and demonstrated expertise in workforce planning, organizational design, role architecture, talent strategy
Executive presence and credibility with ELT executive team and senior leaders
Experience collaborating with labor relations and represented workforces
Ability to synthesize complex organizational data into actionable plans.
Familiarity with American Water operating model, job architecture, state-level engagement and labor relations / union workforce considerations
Experience working with senior leaders, cross-functional teams, and executive governance structures
Ability to navigate formal governance structures while facilitating early HR and business leader alignment
Proven success and experience leading large-scale transformation initiatives or enterprise-wide workforce / organizational changes preferred

Benefits

This role for the AW2030 Program will be full time, and you will be committed to this program for a minimum of one year. We are invested in your development and supporting your career with American Water.
We are invested in your development and supporting your career with American Water. At the program’s completion, we expect your placement in a role at a similar or higher level than your current role.
Workforce transition and talent plans, including workload, skills analyses
Estimated travel: 20% +, depending on project phase and location of impacted teams.

Training + Development

Information not given or found

Interview process

Information not given or found

Visa Sponsorship

Information not given or found

Security clearance

Information not given or found

Company

Overview

Since 1886

Year Established

The company was founded in this year, marking the beginning of its journey in water and wastewater services.

14M+ People

Serve Millions Daily

The company delivers water and wastewater services to over fourteen million people across the United States.

24 States

National Presence

The company operates and provides essential water services in a significant portion of the U.S., covering two dozen states.

130+ Years

Legacy of Excellence

With over a century of experience, the company has built a reputation as a leader in water systems and operations.

Provides vital water and wastewater services, ensuring communities have access to clean water.
Has a long history of managing water infrastructure in partnership with municipalities.
Recent projects include modernizing infrastructure, expanding service coverage, and improving water treatment facilities.
Known for innovation in water management, offering sustainable solutions to modern water challenges.
A trusted provider for residential, commercial, and industrial customers across the U.S.

Culture + Values

Safety first – safety is our top focus for every employee, customer and community we serve.
Trust, dignity & respect – being dependable, honest, transparent and accountable; ensuring everyone is acknowledged, heard and empowered to thrive.
One team – leveraging our size, scale and expertise to act as a cohesive team working towards a greater purpose.
Environmental leadership – delivering clean, safe, reliable and affordable services while acting as a trusted steward of our most precious resource.
High performance – committed to excellence in everything we do, executing to the best of our abilities and addressing issues quickly and transparently.

Environment + Sustainability

75% reduction

Injury Rate Improvement

The injury rate has been reduced by 75% since 2018, demonstrating a strong commitment to workplace safety.

20 billion kWh

Solar Energy Generation

Deployment of solar panels at six treatment facilities generates approximately 20 million kWh annually.

6.4 billion gallons

Water Saved

Leak-detection technology has prevented the loss of 6.4 billion gallons of water per day over five years.

≤1%

Affordable Water Bills

Average residential bills are capped at ≤1% of median household income, ensuring affordability.

Medium‑term GHG goal: reduce scope 1 and 2 emissions by 50% by 2035 from a 2020 baseline.
Long‑term GHG goal: achieve net zero scope 1 and 2 emissions by 2050.
Water delivery efficiency: by 2035, reduce water delivered per customer 15% vs 2015 baseline.
Water system resilience: by 2030, increase Utility Resilience Index by 10% vs 2020 baseline.
Drinking water quality compliance tied to employee compensation via Annual Performance Plan.
Infrastructure investment: billions annually, including $28–32 billion over ten years to modernize assets, boost resiliency, reduce leaks and enhance water quality.
In 2022, water‑line replacement rate was 136 years—well ahead of nearly 200‑year industry average.

Inclusion & Diversity

#11 Ranking

Forbes Best Employers for Diversity

Recognized as one of the top employers for diversity in the U.S.

4 Years

Consistently top-scoring utility in the Disability Equality Index.

2022 Pay Equity

Conducted a comprehensive pay equity analysis across the organization.

Four Consecutive Years

Included in the Bloomberg Gender Equality Index for four years.

Chief Inclusion Officer (dual-reporting to CEO & CHRO) leads ID&E strategic plan.
Inclusion & Diversity Advisory Council provides governance and guidance for ID&E efforts.
Four employee business resource groups launched: female empowerment; Black/African American; LGBTQ+; caregivers & disability.
Social-goal tracking includes % female and racial/ethnic diversity based on self-identification.
Annual Performance Plan includes Employee Diversity as performance metric.

Articles

Careers

Sustainability