Senior Director, Future State Design - Positioning+

Overview

As the program leader for the future divisional design of the Positioning Division Group, you will serve as the central strategic integrator responsible for shaping and operationalising the next-state structure of the business. This role will lead the end-to-end design of the future operating model, ensuring that commercial, product, finance, legal, tax, people, systems, and governance decisions are aligned into one coherent divisional blueprint on behalf and in constant consultation with Autonomous Solutions President, CFO and the 4 Positioning Division Presidents.

 

This is a highly cross-functional, global role requiring orchestration across multiple leadership teams, sites, and disciplines. The successful candidate will not operate as the functional owner of any one workstream; instead, they will ensure that every design decision is tested across interdependencies and translated into an executable program that moves the organisation from current state to future state with clarity, pace, and discipline.

 

A core principle of this role is to act on behalf of all Positioning Presidents and lead with enterprise perspective, strong governance, and disciplined execution. The role is accountable not only for designing the future state, but for ensuring it is actioned successfully — including transition planning, leadership alignment, implementation governance, and the orderly handover to the future steady-state operating model.

Responsibilities

Strategy, Design and Program Leadership

• Lead the overall design and orchestration of the future divisional model for the Positioning Division Group, including governance, sequencing, interdependencies, and executive decision pathways.
• Own the integrated master program plan, ensuring that all functional workstreams are aligned to a shared target state and delivered against a coherent implementation roadmap.
• Act as the central point of integration across commercial, product, finance, legal, tax, people, systems, and communications dimensions to ensure decisions are deliberate, connected, and enterprise-ready.
• Maintain the single source of truth for the future divisional design and ensure leadership alignment on priorities, risks, trade-offs, and implementation decisions.

Future State Design Across Critical Dimensions

The role is accountable for ensuring every major dimension of the current organisation is mapped, tested, and redesigned into a practical future-state model.

This includes validating the current baseline, facilitating future-state choices, identifying cross-functional dependencies, and ensuring each dimension progresses through to implementation.

 

Design Dimension

Current State — Capture & ValidateC

Future State — Design & Action

Cross Divisional Selling

Unclear ownership between distribution and entrepreneurial/direct models, channel conflict, and unresolved commission/pricing/margin rules across the four divisions.

Defined account ownership rules, channel conflict resolution process, unified pricing governance, cross-division commission/crediting/margin model, deal desk for live disputes.

Go-to-Market

Customer/segment ownership, channel mix, brand architecture, sales coverage by geography

Target customer alignment, channel rationalization, brand/portfolio mapping to new divisional lines

Product & R&D

Roadmap ownership, lab/site footprint, platform vs. product team structures

R&D operating model, site consolidation or retention, platform governance, dual-use IP boundaries

Intellectual Property

Patent/trademark ownership by entity, licensing-in/out arrangements, shared IP

IP separation or co-ownership plan, licensing agreements, freedom-to-operate review

Tax & Legal Entity

Legal entity map, transfer pricing, jurisdictional footprint (US, Canada, UK, Belgium)

Target entity structure, tax-efficient transition steps, treaty and cross-border implications

People & Talent

Org charts, headcount by site/function, dual-hatted roles, key talent at risk

Future org design, role mapping, retention plan for critical talent, leadership selection

Balance Sheet & Finance

Asset/liability allocation, shared services costs, capital structure by division

Opening balance sheet design, cost allocation methodology, standalone financial reporting readiness

Systems & Data

ERP/IT landscape, data ownership, shared platforms across divisions

System separation or integration plan, data migrati