Principal, Workforce Role Architect - Strategic Programs

Description

• Leadership and team workshops to support alignment & activation of future-state workforce design
• 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
• 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
• 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.
• 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.
• 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.
• Program Vertical Alignment meetings (VAM) and SteerCo meeting materials reflecting aligned HR guidance and decision options
• Occasional travel may be required to support workshops, leadership sessions, or stakeholder engagements.
• Operating Model Design: Support definition of governance, decision rights, and RACI structures for new operating model/ organization changes required to support future-state capabilities.
• 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.
• Provide recommendations to CHRO, executive team, and relevant HR & business leadership, surfacing cross-value stream considerations and enterprise trade-offs.
• Role mapping and alignment to support training and security needs
• Identification of critical skills gaps and sourcing / upskilling recommendations

Requirements

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

Benefits

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

Training + Development

Interview process

Visa Sponsorship

Security clearance