Senior Organisation Design & Job Architecture Specialist

Key Competencies

Required Experience and Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Finance, Economics, Data Analytics, or a related field; master’s degree preferred.
• Minimum of 8–10 years of relevant experience in organizational design, organizational effectiveness, or related HR transformation roles.
• Demonstrated experience leading complex organizational design or operating model projects in a matrixed, multinational, or large-scale organization.
• Good to have: Familiarity with strategic workforce planning, workforce analytics, headcount modelling, scenario planning, skills gap analysis, job architecture, and organization effectiveness methodologies.
• Proven ability to influence senior stakeholders and translate complex data into clear business insights and practical recommendations.
• Experience working closely with HR Business Partners, Compensation & Benefits, Finance, Talent Acquisition, Learning, and senior business leaders.
• Advanced analytical skills and strong proficiency with Excel, PowerPoint, HR systems, workforce planning tools, and data visualization platforms; experience with Workday, SAP SuccessFactors, or people analytics platforms is an advantage.
• Strong project management skills with the ability to manage multiple priorities, stakeholders, and deliverables in a fast-paced environment.
• Strategic thinking: Connects business strategy, organizational capability, workforce capacity, and future skills into an integrated people agenda.
• Analytical judgement: Uses quantitative and qualitative insights to diagnose issues, model options, and recommend evidence-based actions.
• Consulting and facilitation: Guides leaders through complex organizational choices while balancing business ambition, people impact, and execution feasibility.
• Stakeholder influence: Builds credibility with senior leaders and cross-functional partners and influences decisions without relying solely on formal authority.
• Change leadership: Supports leaders and HR teams through organizational change, ensuring clarity, engagement, and adoption of new ways of working.
• Systems mindset: Understands how structure, governance, skills, culture, processes, cost, and technology interact to shape organizational performance.

Key Stakeholders

D&I Statement

The role reports to Nexperia’s Global Head of Talent and partners closely with senior business leaders, HR Business Partners, Finance, Talent Acquisition, Talent Management, Learning and Development, Rewards, People Analytics, and transformation teams.

Talent acquisition based on Nexperia vacancies is not appreciated. Nexperia job adverts are Nexperia copyright © material and the word Nexperia® is a registered trademark.

As an equal-opportunity employer, Nexperia values diversity not just because it is the right thing to do but because diverse teams perform better. We are dedicated to being inclusive, and a proof point of this dedication is that we were the main partner of the very first Dutch Paralympic Team NL House during the Paris 2024 Paralympic Games. Our recruitment process is inclusive and accessible to all, and we consider all applicants fairly, as well as providing a safe work environment and reasonable adjustments where requested.

In addition, we offer our colleagues the possibility to join employee resource groups such as the Pride Network Group or global and local Women's groups. Nexperia is committed to increasing women in management positions to 30% by 2030.

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Source: Statistisches Bundesamt (Destatis), table; dl-de/by-2-0; StarIn's calculation