Principal, Workforce Role Architect - Organizational Design-Strategic Programs

Overview

Lead workforce design and role architecture for the AW2030 transformation program

Key Responsibilities

• role mapping
• workforce design
• org frameworks
• raci design
• skill gap
• leadership workshops

Tasks

-Role mapping and alignment to support training and security needs -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. -Design & Alignment: Lead workforce design including organization and role architecture required to deliver AW2030 roadmap, ensuring alignment with HR strategies and business priorities. -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 -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. -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. -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 -Program Vertical Alignment meetings (VAM) and SteerCo meeting materials reflecting aligned HR guidance and decision options -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. -Provide recommendations to CHRO, executive team, and relevant HR & business leadership, surfacing cross-value stream considerations and enterprise trade-offs. -Operating Model Design: Support definition of governance, decision rights, and RACI structures for new operating model/ organization changes required to support future-state capabilities. -Leadership and team workshops to support alignment & activation of future-state workforce design -Identification of critical skills gaps and sourcing / upskilling recommendations -Leadership Engagement: Facilitate executive and team workshops to clarify future-state organization and workforce changes and embed new ways of working.

Requirements

• bachelor's
• workforce planning
• organizational design
• microsoft office
• 12+ years
• executive presence

What You Bring

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

People Also Searched For

Benefits

-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. -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. -Estimated travel: 20% +, depending on project phase and location of impacted teams. -Workforce transition and talent plans, including workload, skills analyses

About American Water

-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.

Sector Specialisms