Job Redesign Lead

Overview

Join Singtel and be part of a transformative journey aimed at empowering every generation. This role focuses on leading enterprise-wide workforce transformation by redesigning jobs and integrating AI-augmented processes to future-proof the workforce. As a Job Redesign Lead, you will partner with business units to translate strategic workforce objectives into actionable and scalable job architecture improvements.

Key Responsibilities

• Develop and implement a comprehensive Job Redesign Playbook based on a task-centric methodology, encompassing principles, stepwise guides, templates, tools, and governance mechanisms tailored for AI-enabled roles.
• Create standardized frameworks including role profiles, task decomposition guides, grading procedures, role clusters, and skills mapping aligned with Singtel's Skills Framework.
• Support HR Business Partners and operational teams by conducting workshops, facilitating expert interviews, analyzing team structures, and advising on workforce and skills restructuring.
• Lead pilot initiatives for job redesign, gathering insights, measuring outcomes, and refining processes for organization-wide deployment.
• Collaborate with HR and business leaders to design clear career progression paths, lateral mobility options, and bridging programs to maintain career advancement and skills alignment for employees affected by role changes.
• Work in close coordination with learning and capability development teams to connect redesigned roles with assessment tools, training plans, and redeployment strategies.
• Define and maintain metrics to evaluate the success of job redesign efforts, including role redesign coverage, redeployment rates, and workforce skills readiness; report insights regularly to program leadership.

Qualifications and Skills

• Bachelor's degree complemented by professional credentials such as Certified Organisation Design Professional (CODP®), SHRM, or IHRP certifications.
• 6 to 8 years of experience in organization design, job architecture, or role development within complex, matrixed organizations, or equivalent consultancy exposure in large-scale redesign projects.
• Demonstrable expertise in task-based job redesign approaches including decomposition, role reconstruction, and grading alignment.
• In-depth understanding of job grading, regrading processes, and redeployment frameworks supported by hands-on implementation experience.
• Excellent stakeholder engagement and influence abilities particularly with HR partners and senior leaders.
• Proficient facilitation skills for conducting SME interviews and co-design workshops.
• Strong written communication skills capable of producing detailed playbooks, templates, and toolkits for HR and managerial use.