Head of Organisation Design and Strategic Workforce Planning

Job Description

We are Centrica! We’re so much more than an energy company. We’re a family of brands revolutionising a cleaner, greener future. Working here is #MoreThanACareer - we’re powered by purpose. Together we can make an impact that will truly change tomorrow. Whether you’re developing cutting-edge green tech, helping customers on the front line or simplifying operations behind the scenes.

Your work here isn’t just a job – it’s a mission. We all play a vital role in energising a greener, fairer future.

About the Role

Within Centrica’s newly formed People Strategy & Planning (PSP) team, the Head of Organisational Design and Strategic Workforce Planning is a new, exciting, and critical role that plays an influential role in enabling Centrica’s commercial performance and growth. With our strategic People priorities of designing Centrica’s organisation and operating model to deliver this commercial performance and growth, and filling that organisation with the workforce of the future to lead the energy transition and green skills agenda, you will be at the heart of our People Strategy.

As Head of OD and SWP, you will collaborate closely with the People Leadership Team including People Directors and Centres of Excellence, and our Extended Leadership of the People function, as well as leaders of our family of businesses. You have a unique opportunity to shape our approaches to Organisational Design and Strategic Workforce Planning so they are enabling Centrica’s commercial performance and growth through having the right people, with the right skills & capabilities in the right roles, and structure, at the right time. You will have a focus on ensuring the business is enabled through its operating model and people capabilities to deliver today, whilst continually keeping an eye on the future needs to make a legacy impact on the energy system.

More specifically, you will be responsible for:

• Organisational Design: Shape and manage our OD principles and the successful and collaborative implementation of them, including our organisational health metrics, to help Centrica develop its operating model to deliver performance and growth across our family of businesses and functions

• Strategic Workforce Planning: Lead the strategically important people priority to build the workforce of the future that can lead the energy transition, ensuring Centrica’s businesses in retail, infrastructure and optimisation have the workforce, skills and capabilities to deliver their commercial strategies, as well as shape Centrica’s future of skills and employment agenda with CoE colleagues

• Thought Leadership: Be of a growth mindset, staying up to date with external best practice, and then innovating and embedding this in our approaches, metrics and capabilities. They will also build communities of practice, upskilling colleagues in the People function in these key competencies to build an enduring capability

Key Accountabilities

Organisational Design:

• Work in partnership with the leaders across the People function and our family of businesses as a trusted advisor, to contribute to and facilitate senior decision-making, interpreting data and diagnosing issues, and recommending operating model options which balance customer, colleague and cash.

• Take accountability for the shaping and delivery of strategic OD projects, identifying and solving the big operating model decisions and shifts that will enable us to achieve our Purpose and business unit strategies. In addition, you will identify cross-programme interdependencies and make connections to translate implications across the Group.

• You will provide oversight of our organisational design principles and organisational health (size and shape), continually reviewing its ability and suitability to deliver our performance and growth ambitions and meets our cultural aspirations for autonomy, growth and pace.

Strategic Workforce Planning:

• You will focus on workforce design (OD) and leverage your insight, to partner with leaders of our businesses and the People function to ensure our workforce demands (SWP) are considered, as we build the workforce of the future through attracting, developing and retaining the skills and capabilities we require across the Group.

• You will be responsible for creating and leading the deployment of our SWP programmes, processes and tools as you develop an effective and robust rolling plan to build the workforce that will lead the energy transition.

• Collaborate efficiently and effectively across the People function with People Directors and People Partners, as well as our centres of excellence that means strategic workforce planning becomes part of how we operate in the People function.

Thought Leadership:

• Continuously horizon scanning and undertaking external research to bring the outside in to shape innovative approaches that align to external trends, leveraging innovation and technological advancements to support our work.

• Create the OD and SWP capability development, tool kits and frameworks, as well as communities of practice to build understanding and embed a culture of positive co-ordinated organisational design and workforce planning as fundamental to business success.

• Provide challenge and support to the business and people partners, underpinned by data driven intelligence and insights to drive workforce improvements where appropriate, and identify the metrics that will create a step change in how we manage our workforce today.

Competencies and Experience

• Significant experience in a senior People/HR role, preferably with strategic shaping responsibilities

• Clear understanding and experience of Strategic Workforce Planning and OD models and principles, with the ability and track record of translating this into longer term business results

• A solid track record working closely with senior leaders as a thought partner, providing objective advice, challenging thinking, and influencing key people-related decisions

• Able to work conceptually as well as having the focus to execute – able to understand the detail, alongside the complexity, and still drive strategic aims

• Ability to manage sometimes-conflicting priorities of various leadership teams and initiatives while producing exceptional results that drive our business forward

• Experience applying metrics, analytics, and AI/automation technologies to drive fact-based people decisions and continuously inform future people strategy direction

• Comfortable within an agile methodology, partnering with leadership in People Strategy to pilot new ways of working that are scalable

• A demonstrated understanding of personalities and behavioural styles in order to work collaboratively with a variety of people

• Strong business orientation and demonstrated success at driving business results through people-based solutions

• Ideally degree educated or appropriate relevant work experience

• Ability to bring outside-in thinking to innovate and keep abreast of external market trends and forces

• MCIPD or FCIPD preferable

Key Core Capabilities

• Growth Mindset: Embraces challenges, is highly curious, persists in the face of setbacks, and views failures as opportunities for learning and development

• Innovation: Seeking out the new and looking for opportunities to seek out ideas and insights from a diverse range of perspectives and translating them into actions - with realistic goals and plans to enable their delivery

• Commerciality & Business Acumen: Understanding the broader business context and industry dynamics in which the organisation operates. This includes knowledge of market trends, competition, financial considerations, and how these factors impact HR strategies and decisions

• Relationship Building: Demonstrated track record in effectively interacting with employees across all levels and business functions. Identifies and builds key relationships quickly, influencing effectively up and across the organisation

• Resilience: Adapts positively to adversity, bounces back from setbacks, and maintains a sense of strength and flexibility in challenging situations

• Strategic Thinking: Being able to think strategically, align HR initiatives with organizational objectives, and envision the long-term implications of HR actions on the business. This involves considering the future direction of the company and planning HR strategies accordingly

• Change Management: Having the skills to manage and lead organizational change effectively. This includes the ability to anticipate and respond to changes, communicate effectively, and facilitate transitions within the workforce

• Data-Driven Decision Making: Utilising data and analytics to inform HR strategies and decisions. This involves collecting, analysing, and interpreting HR metrics and insights to drive evidence-based decision-making

At Centrica we embrace diversity and actively seek to attract individuals with unique backgrounds and perspectives. To build a more sustainable future, we need the best team – a team with a diverse mix of people and skills, where everyone feels welcome and able to succeed. We are dedicated in helping to close the diversity gap and would love to see more females, people of colour and LGBTQ+ employees, as well as those from a variety of cultures and ethnicity to veterans and the differently abled. Supporting diversity and inclusion is a big part of who we are, we are not looking for people to fit into our culture but to add to it!

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This role is being handled by the Centrica recruitment team and NO agency contact is required.