Senior Workforce Architecture & Effectiveness Advisor

aramco; Den Haag; On-site; EUR 90,000 - 130,000; Full time

Job summary

Aramco Europe seeks a Senior Workforce Architecture & Effectiveness Advisor to lead organization design, job architecture and evaluation across the workforce. You will develop analytics, dashboards and scenarios to support capability, cost efficiency and strategic planning.

Responsibilities include governance, stakeholder advisory, and maintaining job descriptions aligned with standards. A bachelor’s degree in HR/ORG psychology or related field is expected, with substantial experience as an

Qualifications

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, Organization Development, Data Analytics or related field.
• In lieu of a degree, substantial relevant professional experience may be considered equivalent.

Responsibilities

• Participate in performance management activities and goal setting to support organizational performance.
• Provide governance, change control and documentation for workforce architecture initiatives.
• Develop and maintain job descriptions aligned with job architecture and evaluation methodology.
• Create dashboards and workforce scenarios for growth, restructuring and efficiency.
• Advise stakeholders with evidence-based recommendations for governance bodies.
• Map positions to job families, ladders, career pathways and skills frameworks.
• Analyze workforce capacity, workload drivers and costs to inform decisions.

Skills

Organization design

Job architecture

Job evaluation

Strategic workforce planning

Skills taxonomy

People analytics

Workforce dashboards

Workforce cost analysis

Education

Bachelor’s degree in HR/Organizational Psychology/Business Administration

Tools

Korn Ferry

Job description

We believe in the power of energy to help transform lives, enhance communities, and advance human progress.

Aramco Europe connects people, projects and markets to facilitate the safe and reliable delivery of energy to customers around the globe. By fostering a culture of innovation, our European research offices leverage cutting edge technologies to deliver more sustainable solutions to power economies and improve lives.

The Job

The Senior Workforce Architecture & Effectiveness Advisor provides advanced advisory and analytical support across organization design, job architecture and evaluation, strategic workforce planning, skills architecture and people analytics. The role establishes and supports governance for organizational, job and workforce changes and develops, reviews and maintains accurate, consistent and current job descriptions aligned with the job architecture and evaluation methodology. The role integrates workforce and business information to evaluate structures, roles, workforce capacity, workload drivers, capabilities and costs. It develops dashboards, workforce scenarios and evidence-based recommendations that support organizational effectiveness, resource optimization and short-, medium- and long-term workforce decisions.

Responsibilities:

• Organization Design and Effectiveness
• Job Analysis and Job Evaluation
• Job Architecture and Career Pathways
• Skills and Competency Architecture
• Strategic Workforce Planning
• Workforce Scenario Modelling and Decision Support
• People Analytics and Workforce Insights
• Workforce Dashboards and Business Reporting
• Workforce Cost and Resource Optimization
• Stakeholder Advisory
• Workforce Architecture Data and Documentation
• Governance and Change Control
• Implementation Monitoring
• Methodology and Process Improvement

Tasks:

• Participate pro-actively in performance management activities, including continuous goal setting, continuous performance conversation and development activities to support increasing performance of the organization.
• Ensure regular updates through reporting, presentations and line managers update meetings to ensure status reporting and information sharing.
• Provide mentorship, supporting the professional development of less experienced team members.
• Oversee external party work
• Perform other miscellaneous duties as directed by line Managers
• Conduct job-scope interviews and analyze new or materially changed roles.
• Draft, review and maintain job descriptions in line with approved standards.
• Conduct Korn Ferry job evaluations and prepare supporting evaluation documentation.
• Review and prioritize workforce architecture, organization design, job evaluation and workforce-planning activities.
• Conduct job-scope interviews and draft, review and maintain job descriptions.
• Perform Korn Ferry job evaluations and prepare supporting recommendations and documentation.
• Review organizational structures, accountabilities, layers, spans of control and reporting relationships.
• Map positions to approved job families, job ladders, career pathways and skills frameworks.
• Analyze workforce capacity, staffing levels, workload drivers, productivity and workforce costs.
• Develop and maintain dashboards integrating workforce, operational and business-performance information.
• Develop and run workforce scenarios for growth, restructuring, attrition, automation and efficiency initiatives.
• Advise stakeholders and prepare evidence-based recommendations for management and governance bodies.
• Maintain workforce architecture records and monitor the implementation and effectiveness of approved initiatives.

Qualifications

Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, Organization Development, Data Analytics or a related discipline.

In lieu of a formal university degree, substantial and progressively responsible professional experience within the relevant Job Family (i.e. HR, Data Science, Business Administration Planning) may be considered equivalent, provided the candidate demonstrates the required proficiency expected.

Experience

Typically requires 8+ years of relevant work experience when supported by a completed university degree.

• Demonstrated experience conducting job analysis and Korn Ferry job evaluations and developing and maintaining job descriptions.
• Strong experience designing and maintaining job families, job ladders, career pathways, skills and competency taxonomies.
• Strong experience analyzing workforce capacity, staffing levels, workload drivers, productivity indicators and workforce costs.
• Experience developing workforce dashboards and integrating HR data with operational, financial and business-performance information.
• Proven ability to translate complex workforce analysis into clear recommendations for management and governance bodies.