We are seeking a Strategy and Planning Advisor to design and steward the future HR operating model and work design across HR Modernization. This role ensures that how work gets done is intentionally designed alongside structure. The role acts as a design authority to ensure alignment across COEs, Service Delivery, HR Partners, and enablement platforms, and guides workforce and role transitions across modernization phases.
Requirements
- Design the end-to-end HR operating model, including service delivery layers, work distribution, role shapes, and interfaces across COEs, Service Delivery, HR Partners, and Enablement.
- Translate strategy, experience priorities, and technology enablement into clear work design principles (what work is done where, by whom, and how).
- Define decision rights, accountabilities, escalation paths, and ownership models using practical frameworks (e.g., RACI/RAPID).
- Architect org structures, role taxonomy, spans and layers, and governance guardrails to support future-state HR capabilities.
- Serve as the design authority to ensure consistency and integrity of org and work design decisions across workstreams.
- Document and maintain HR-wide design standards and design guardrails.
- Partner with process, experience, and technology workstreams to ensure work design aligns with automation, AI enablement, and EX platform capabilities.
- Identify where work should be simplified, automated, augmented, or eliminated as part of modernization.
- Ensure org and work design decisions account for controls, risk, and operational resilience.
- Guide workforce transitions, including role evolution, redeployment, capability shifts, and change impacts.
- Support leaders in understanding implications of new ways of workingānot just new structures.
- Facilitate leadership and HRLT-level design sessions, decision forums, and working sessions.
- Design work systems (roles + workflows + decision rights + technology) rather than standalone org charts.
- Strong financial, risk, and controls lens, especially when redistributing work or introducing automation/AI.
- Proven senior-level facilitation and influence skills; able to lead ambiguous, high-stakes design discussions with HRLT.
- Strong documentation skills; able to codify design standards, governance, and guardrails that scale.
- Ability to cohesively integrate operating model, process, experience, and technology changes into a single design narrative.
Benefits
- medical/prescription drug coverage (with a Health Savings Account feature)
- dental and vision options
- employee and spouse/child life insurance
- short and long-term disability protection
- 401(k) with PNC match
- pension and stock purchase plans
- dependent care reimbursement account
- back-up child/elder care
- adoption, surrogacy, and doula reimbursement
- educational assistance, including select programs fully paid
- a robust wellness program with financial incentives
- maternity and/or parental leave
- up to 11 paid holidays each year
- 9 occasional absence days each year, unless otherwise required by law
- between 15 to 25 vacation days each year, depending on career level
- and years of service
