Managing Director, Work Transformation & Job Redesign

The Role

As a Managing Director of Work Transformation & Job Redesign you will serve as a senior seller and advisor within WTW’s Work, Rewards & Careers practice, helping clients clarify the what, who, when and where of how work gets done to deliver business outcomes.  

This role focuses on work and job redesign — understanding how work gets done, how roles and jobs should evolve, and what capabilities are required — to create clear accountability, scalable capacity, and to deliver business results. 

You will work with business and HR leaders to assess and redesign work and jobs; analyze how work is structured across roles, processes and operating models; identify where roles, responsibilities and ways of working need to evolve; and ensure the underlying work infrastructure supports changing business needs. This includes drawing on expertise in work, job and process analysis, workforce analytics and strategic workforce planning, and organization and functional structure design that help make work clearer, more scalable and more effective. 

The role connects work and job design to job architecture, job leveling, skills, compensation and talent strategy, helping organizations forecast demand and supply of capabilities. A strong understanding of how technology and AI are reshaping work is essential. This includes the ability to translate internal and external insights into pragmatic design choices and governance models that support evolving business priorities. 

The Responsibilities

Some of the key areas of responsibility include: 

• Lead the sale and delivery of work, job and organization design engagements for large, complex clients, aligning how work is structured, roles are designed and organizations are configured to deliver business strategy and unlock value.  

• Serve as the lead Work Transformation & Job Redesign consultant on client projects, acting as a senior advisor to business and HR leaders, guiding executive decision making on work transformation & job redesign priorities and directing WTW teams to deliver high‑impact outcomes.  

• Assess current‑state work and operating effectiveness and translate insights into future-state work and role models that drive efficiency, scalability, clear accountability, and modern ways of working. 

• Design organization structures (functions, operating units, reporting models) that clarify accountability, improve collaboration and support business priorities. 

• Lead job architecture and job design efforts, connecting work design choices to enterprise talent infrastructure, including: