Join us as an Organisation Design and Strategic Workforce Planning Consultant
* In this key role, you’ll deliver integrated, data‑driven organisation design (OD) and strategic workforce planning (SWP) solutions aligned with business needs to enable effective strategy execution
* You’ll develop, deliver, and refine structured OD and SWP methodologies, tools, and frameworks that support long‑term organisational priorities, future workforce needs, and strategic decision‑making
* You’ll be recognised as an expert by diagnosing organisational challenges through data analysis, identifying key gaps and risks, and designing insight‑driven solutions for effective planning and readiness
* Our team operates within a hybrid working model so you'll work from home some of the time, coming into the London, Edinburgh or Manchester office at least two days per week to collaborate closely with your colleagues
What you'll do
As an OD and SWP Consultant, you’ll apply OD principles to assess, design, and optimise structures, roles, accountabilities, and ways of working, ensuring alignment with strategy, future capability needs, and operating model requirements. You’ll gather and validate workforce, business, and market data to support accurate forecasting and modelling, and analyse supply, demand, skills trends, and structural factors to identify capability needs, organisational risks, critical gaps, and planning priorities. You’ll also translate workforce insights into practical SWP and OD recommendations, producing high‑quality analysis, visualisations, and design inputs that enable leaders to make evidence‑based decisions on capability, capacity, structure, and resource deployment.
We’ll look to you as well to design, embed, and continuously improve OD and SWP frameworks, templates, and tools to ensure best‑practice and consistent application across the bank. You’ll provide expert, evidence‑based advice on workforce planning and organisation issues, including skills shortages, demographic shifts, structural inefficiencies, capability gaps, and future role requirements, while supporting the optimisation of structures using OD principles, such as diagnostics, job and team design, role clarity development, and accountability mapping. Additionally, you’ll build understanding and adoption of SWP and OD by delivering training, coaching, and practical support to HR and business leaders, facilitate cross‑functional discussions that align workforce plans, structural decisions, and priorities with strategy, financial plans, and future operating model needs. You’ll also produce clear insights and reports that translate complex data into practical recommendations for leaders.
Furthermore, you’ll be:
* Supporting scenario‑planning activities to help leaders understand the implications of different strategic, structural, or environmental futures on workforce and OD
* Partnering with Work Architecture to ensure job, role, and skills data used in SWP and OD activities is accurate, standardised, and aligned to enterprise frameworks
* Providing training, coaching, and capability upskill to HR teams and business leaders on SWP and OD concepts, tools, frameworks, and methodologies
* Acting as a trusted advisor to People, Finance, and business stakeholders, challenging assumptions, informing decisions and shaping future workforce and organisational planning outcomes
* Continuously evaluating and refining SWP and OD practices based on stakeholder feedback, emerging trends, organisational learning, and evolving business needs
The skills you'll need
We’re looking for someone with demonstrable experience in organisation design, strategic workforce planning, HR analytics, or organisational development, along with a strong understanding of OD and SWP methodology, including scenario modelling and gap analysis. To succeed in this role, you’ll also need advanced analytical skills with proficiency in data collation, interpretation, and visualisation tools.
In addition, you’ll need:
* The ability to synthesise complex information and present it in a clear, compelling manner to diverse audiences
* A proven track record of influencing senior stakeholders and driving change
* Excellent communication and facilitation skills, with experience in delivering training and upskilling programmes
* A deep understanding of labour market trends, future‑of‑work themes, and emerging skills frameworks
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