Head of Organizational Design and Workforce Planning

HR Consulting, Talent, and Strategic Workforce Planning | Full-Time | Hybrid: Boston, MA or Springfield, MA

The Opportunity

As Head of Organizational Design and Workforce Planning, you will shape, build, and scale MassMutual's enterprise organizational design and strategic workforce planning capability. This is a high-impact leadership role for someone who can connect business strategy, organization structure, workforce capacity, talent, skills, and ways of working into practical recommendations that help senior leaders make better decisions.

You will serve as both an enterprise capability builder and a hands-on advisor on complex, high-priority business needs. You will set the vision, operating model, governance, frameworks, and partnership approach for this work while directly consulting with senior business and HR leaders on organization design, operating model, workforce strategy, and change enablement priorities.

This role reports to the Head of HR Consulting, Talent, and Strategic Workforce Planning and leads two mastery-level individual contributors. You will operate with significant autonomy, influence enterprise practices, facilitate senior-level discussions, and translate organizational, workforce, financial, and business insights into clear choices, decisions, and action.

The Team

You will be part of MassMutual's HR Consulting, Talent, and Strategic Workforce Planning organization, a team focused on helping the business build the talent, capabilities, structures, and workforce strategies needed for long-term success. You will partner closely with HR Business Partners, Finance, Talent Management, Analytics, Strategy, and senior business leaders to solve complex organization and workforce challenges. This is an evolving capability area with meaningful opportunity to define how organizational design and workforce planning are practiced at enterprise scale.

The Impact

• Set the enterprise direction for organizational design and strategic workforce planning, including the vision, priorities, practices, operating model, governance, intake, prioritization, and partnership approach needed to scale support effectively.

• Lead and develop a small team of experts while directly contributing to priority initiatives that require enterprise perspective, analytical rigor, executive influence, or complex problem solving.

• Advise senior leaders on organization design and operating model decisions, including structure, roles, decision rights, work processes, spans and layers, ways of working, and opportunities to improve clarity, efficiency, scalability, and execution.

• Translate business priorities into workforce implications, including critical roles, capability needs, build/buy/borrow/automate choices, location strategy, capacity requirements, talent risks, and connections to financial planning.

• Connect workforce and organization insights to adjacent talent and business processes, including succession, learning, leadership development, hiring, redeployment, organization design, and change enablement.

• Diagnose organizational effectiveness issues and recommend the right intervention by determining whether challenges are structural, capability-based, leadership-driven, process-related, culture-related, or capacity-related.

• Define measures of success and use data to assess organizational health, workforce trends, turnover, engagement, productivity, capability gaps, and the effectiveness of organizational design and workforce planning practices.

• Create executive-ready synthesis, facilitation materials, and decision support that simplify complexity and help leaders align on choices, tradeoffs, risks, and implementation actions.

The Minimum Qualifications (Required)

• Bachelor's degree in Human Resources, Organizational Development, Business, Industrial/Organizational Psychology, Strategy, or a related field.

• 10+ years of progressive experience in organizational design, organizational effectiveness, strategic workforce planning, HR strategy, workforce transformation, or related disciplines.

• Experience leading complex organization design, operating model, workforce planning, or transformation initiatives in a large, matrixed organization.

• Experience translating business strategy into organization structure, workforce capabilities, role design, talent requirements, and scalable ways of working.

• Experience using workforce, organizational, financial, and business data to identify trends, model scenarios, generate insights, and support executive decision-making.

• Experience partnering with senior business leaders, HR Business Partners, Finance, Strategy, Tal