SWP & Organisational Design Manager

📍 Job Overview

Job Title: SWP & Organisational Design Manager

Company: QBE Insurance Group

Location: Sydney, NSW, Australia or Melbourne, VIC, Australia

Job Type: Full-time, 12-Month Fixed-Term Contract

Category: Revenue Operations (Organizational Design & Workforce Planning focus)

Date Posted: May 28, 2026

Experience Level: 10+ Years

🚀 Role Summary

• Lead the strategic design and implementation of organizational structures to drive efficiency, agility, and business performance across QBE Insurance Group.

• Partner with senior leaders to align organizational design with operating models, transformation initiatives, and long-term business objectives.

• Develop and refine methodologies, frameworks, and tools for effective organizational design, job architecture, and role clarity.

• Conduct workforce analysis and leverage data-driven insights to inform organizational effectiveness and decision-making.

• Manage large-scale organizational change initiatives, ensuring successful embedding of new structures and mitigation of business disruption.

📝 Enhancement Note: This role, while titled "SWP & Organisational Design Manager," has a strong emphasis on organizational design within the broader GTM and operational framework. The "SWP" (Strategic Workforce Planning) aspect is implicitly covered through the design of fit-for-purpose structures that align capabilities with business goals and transformation. The role requires a strategic, hands-on approach to organizational effectiveness, which is crucial for optimizing revenue generation and operational efficiency.

📈 Primary Responsibilities

• Lead the end-to-end design and implementation of organizational structures, ensuring alignment with strategic priorities and transformation objectives.

• Collaborate closely with senior executives and functional leaders to evaluate and evolve existing organizational designs, optimizing the link between structure, capability development, and business goals.

• Develop, document, and enhance methodologies, frameworks, and tools to support best-in-class organizational design, job architecture, and change management processes.

• Provide expert thought leadership and practical application in areas such as job evaluation, spans and layers analysis, role definition, and talent management to enhance organizational effectiveness.

• Partner with HR Business Partners and Functional Leadership Teams to diagnose structural challenges, identify redesign opportunities, and implement sustainable, impactful solutions.

• Conduct comprehensive workforce analysis, leveraging workforce, financial, and organizational data to assess the impact of structural changes and provide data-driven insights for strategic decision-making.

• Guide and coach leaders through the organizational design process, ensuring that changes foster business agility, improve collaboration, and enhance accountability.

• Support the development and execution of robust change management plans to ensure effective embedding of new organizational structures and minimize disruption to ongoing business operations.

• Contribute to the strategic workforce planning process by ensuring organizational designs are future-fit and support the acquisition and development of critical capabilities.

📝 Enhancement Note: The responsibilities highlight a strategic partnership with senior leadership, emphasizing the impact of organizational design on business performance and transformation. The role requires not just design but also implementation and change management, indicating a need for strong project management and stakeholder engagement skills.

🎓 Skills & Qualifications

Education:

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field. Master's degree or relevant professional certifications (e.g., SHRM, ODCP) are highly advantageous. Experience:

• Minimum of 10 years of progressive experience in organizational design, strategic workforce planning, or a related HR/Operations leadership role, with a significant portion focused on hands-on design and implementation.

• Proven track record of leading and successfully implementing large-scale organizational design and change management initiatives within complex, matrixed organizations. Required Skills:

• Organizational Design Expertise: Deep understanding and practical experience in job architecture, role evaluation methodologies, spans and layers analysis, and organizational structure design.

• Strategic Workforce Planning (SWP): Ability to translate business strategy into organizational structure and capability requirements, identifying future talent needs.

• Stakeholder Management & Influence: Proven ability to engage, influence, and build strong relationships with senior leaders and diverse stakeholder groups.

• Analytical & Data-Driven Decision Making: Strong analytical skills with the ability to leverage workforce, financial, and operational data to inform and drive organizational design decisions.

• Project & Program Management: Demonstrated capability in managing complex organizational design projects from conception to completion, navigating multiple priorities in a dynamic environment.

• Change Management: Experience in supporting the execution of change management plans to embed new structures and mitigate disruption.

• Commercial Acumen: A commercially focused, pragmatic, and strategic approach to organizational design and transformation initiatives.

• Communication & Presentation Skills: Excellent written and verbal communication skills, with a proven ability to present complex information clearly and persuasively to executive audiences.

Preferred Skills:

• Experience within the financial services or insurance sectors.

• Experience in a consulting role focused on organizational design or transformation.

• Familiarity with HRIS systems and their role in supporting organizational design data.

• Knowledge of operating model design principles.

• Experience with Agile methodologies in organizational design.

📝 Enhancement Note: The emphasis on "hands-on" experience and "large-scale" initiatives suggests this role requires a seasoned professional capable of both strategic thinking and tactical execution. The preference for financial services or consulting experience indicates a need for understanding regulated environments and complex business models.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Demonstrated case studies of successful organizational design projects, showcasing the problem statement, design process, implemented solutions, and quantifiable business outcomes.

• Examples of developed organizational design frameworks, job evaluation tools, or spans and layers models, with clear explanations of their application and impact.

• Evidence of managing complex organizational change initiatives, including stakeholder engagement strategies and change management plans.

• Documentation showcasing workforce analysis reports, data-driven insights, and their influence on strategic organizational decisions.

• Examples of collaboration with senior leaders and HR Business Partners on complex organizational challenges. Process Documentation:

• Workflow Design & Optimization: Ability to document and optimize organizational design workflows, from initial diagnosis and stakeholder consultation through to design finalization and implementation planning.

• Methodology Development: Experience in creating and refining methodologies for job evaluation, role clarity, spans and layers analysis, and overall organizational restructuring.

• Measurement & Performance Analysis: Evidence of establishing metrics to measure the effectiveness of organizational designs and track their impact on business performance, agility, and efficiency.

📝 Enhancement Note: For this role, a portfolio demonstrating practical application of organizational design principles and their impact on business outcomes is crucial. Candidates should be prepared to articulate their process, methodologies, and the tangible results achieved, particularly in large, complex organizations.

💵 Compensation & Benefits

Salary Range:

Based on industry benchmarks for an Organisational Design Manager with 10+ years of experience in Sydney/Melbourne, Australia, the estimated salary range for this 12-month fixed-term contract role is AUD $160,000 - $200,000 per annum, plus superannuation.

📝 Enhancement Note: This salary estimate is based on research of similar roles in Australia, considering the experience level (10+ years), the strategic nature of the role (Organizational Design Manager), and the industry (Insurance/Financial Services). The fixed-term nature may influence the exact compensation but generally aligns with senior-level contractor rates.

Benefits:

• Hybrid Working: A flexible approach combining remote and in-office work to enhance work-life balance.

• Life Leave: Dedicated leave days to support significant life events, separate from annual leave.

• Employee Discounts: Access to a range of discounts on QBE insurance products, car hire, hotels, and other goods and services.

• Professional Development: Opportunities to engage with industry best practices and potentially gain exposure to new methodologies through the role's nature.

• Superannuation: Standard Australian superannuation contributions.

Working Hours:

• Full-time, typically 40 hours per week. The hybrid and flexible working arrangement allows for some adaptability in daily scheduling, provided core business needs and stakeholder availability are met.

📝 Enhancement Note: The benefits package is designed to support work-life balance and offer financial advantages, which are attractive to experienced professionals seeking contract roles. The mention of "Life Leave" is a distinctive benefit.

🎯 Team & Company Context

🏢 Company Culture

Industry: Financial Services (Insurance). QBE operates as a global insurer, providing a wide range of insurance and risk management products. This industry context means a focus on regulatory compliance, risk management, and customer-centricity.

Company Size: Large (over 13,000 employees globally). This indicates a complex organizational structure with established processes, diverse business units, and significant scale, requiring sophisticated organizational design solutions.

Founded: QBE was founded in 1886, signifying a long-standing presence and evolution within the insurance market, with a history of adapting to market changes.

Team Structure:

• The role likely sits within a central HR or Transformation function, partnering closely with senior leaders across various business divisions.

• The immediate team may consist of other HR specialists (e.g., Talent Management, HRBPs, Compensation & Benefits) and potentially project managers.

• Reporting is likely to a Head of Organizational Design, Chief People Officer, or a senior Transformation/Strategy leader. Methodology:

• Data-Driven Design: Emphasis on using workforce, financial, and operational data to inform and validate organizational design decisions.

• Collaborative Approach: Close partnership with senior leaders, HRBPs, and functional teams to co-create and implement solutions.

• Agile & Iterative: While not explicitly stated, transformation initiatives often benefit from iterative design and implementation approaches.

• Focus on Effectiveness: Driving organizational effectiveness, agility, and business performance through structural optimization.

Company Website: https://www.qbe.com/au

📝 Enhancement Note: QBE's status as a large, international insurer suggests a need for organizational designs that are scalable, adaptable to different markets, and compliant with varying regulations. The company culture emphasizes human touch and impact, suggesting that while data-driven, the design process should also consider employee experience.

📈 Career & Growth Analysis

Operations Career Level: This is a senior-level management role, focusing on a specialized but critical area of HR and business strategy. It's a strategic individual contributor role with significant influence, often seen as a stepping stone to broader HR leadership or specialized consulting roles.

Reporting Structure: The role reports to senior leadership, likely a Head of OD, CPO, or similar, indicating high visibility and direct impact on strategic organizational decisions. This provides excellent exposure to executive-level thinking and challenges.

Operations Impact: The core function of this role is to ensure QBE has the optimal organizational structure to deliver its business strategy, drive efficiency, and support transformation. This directly impacts revenue generation by ensuring the right capabilities are in the right places and that operational processes are streamlined.

Growth Opportunities:

• Specialization Depth: Deepen expertise in advanced organizational design, strategic workforce planning, and operating model design.

• Leadership Exposure: Gain significant experience working directly with C-suite executives and influencing strategic direction.

• Transformation Experience: Contribute to major transformation programs, building a strong portfolio in driving organizational change.

• Potential for Permanent Role: Successful performance in a 12-month contract could lead to opportunities for permanent positions within QBE's HR or Transformation teams.

• Broader HR Strategy: Develop a more holistic understanding of HR strategy, talent management, and business partnering through cross-functional collaboration.

📝 Enhancement Note: This role offers a high level of strategic impact and visibility, providing substantial career development opportunities within organizational design and broader HR leadership. The contract nature also allows for gaining diverse experience across different projects and teams.

🌐 Work Environment

Office Type: Hybrid role, indicating a mix of working from home and in QBE's Sydney or Melbourne offices. This suggests modern office facilities designed for collaboration and focused work.

Office Location(s):

• Sydney: 388 George Street, Sydney, NSW, Australia (Central Business District - CBD)

• Melbourne: Specific CBD location implied by the derived region.

These are prime CBD locations, offering accessibility via public transport and proximity to business amenities.

Workspace Context:

• Collaborative Environment: Office spaces are likely designed to facilitate collaboration, with meeting rooms, breakout areas, and shared workspaces.

• Tools & Technology: Access to standard corporate IT infrastructure, including necessary software for analysis, project management, and communication.

• Team Interaction: Opportunities for regular interaction with senior leaders, HR colleagues, and business stakeholders, both in person and virtually.

Work Schedule:

• Standard full-time hours (approx. 40 hours/week).

• The "hybrid" and "happy to talk flexible working" aspects suggest some flexibility in daily start/end times or compressed workweeks, provided core responsibilities and stakeholder engagements are met.

📝 Enhancement Note: The hybrid model and CBD office locations offer a blend of flexibility and professional presence, catering to modern work expectations while maintaining essential face-to-face collaboration for strategic initiatives.

📄 Application & Portfolio Review Process

Interview Process:

• Application Screening: Review of CV and cover letter, with a focus on relevant experience in organizational design, change management, and stakeholder engagement.

• Initial Interview (HR/Recruitment): Assessment of general fit, motivation, and basic qualifications.

• Hiring Manager Interview: Deeper dive into specific experience, approach to organizational design challenges, and alignment with team needs. This is where portfolio discussion might begin.

• Stakeholder Interview(s): Interviews with senior leaders or key partners (e.g., HRBPs, Transformation Leads) to assess influence, collaboration skills, and strategic thinking.

• Case Study/Presentation (Potential): A practical exercise or presentation of a past project from their portfolio, demonstrating their design process, analytical skills, and ability to articulate impact.

• Final Interview: May involve senior leadership for final approval.

Portfolio Review Tips:

• Curate Select Examples: Focus on 2-3 impactful projects that best showcase your expertise in organizational design, workforce planning, and change management, relevant to QBE's context.

• Structure Your Case Studies: For each project, clearly outline:

  • The Business Challenge/Problem
  • Your Role and Approach
  • The Design Process and Methodologies Used
  • Key Stakeholders Involved
  • The Solution/Outcome
  • Quantifiable Results and Impact (e.g., efficiency gains, cost savings, improved agility, role clarity)

• Highlight Data & Analytics: Emphasize how you used data to inform your designs and measure their success.

• Showcase Influence & Collaboration: Provide examples of how you partnered with senior leaders and managed complex stakeholder dynamics.

• Prepare for Presentation: Be ready to walk through your portfolio visually and articulately, focusing on the strategic rationale and business impact.

Challenge Preparation:

• Be prepared to discuss your approach to common organizational design challenges, such as aligning structures with new strategies, managing resistance to change, or optimizing spans and layers.

• Consider how you would approach a hypothetical organizational design problem within the insurance industry or QBE's context.

• Be ready to articulate your understanding of QBE's business and its strategic priorities.

📝 Enhancement Note: A strong portfolio is critical for this role. Candidates should be ready to demonstrate not just theoretical knowledge but practical, results-oriented application of organizational design principles. The interview process will likely assess strategic thinking, stakeholder management, and analytical capabilities.

🛠 Tools & Technology Stack

Primary Tools (Likely to be used or relevant):

• HRIS Systems: Such as Workday (as indicated by the job posting source), SAP SuccessFactors, or similar enterprise HR platforms for workforce data management.

• Organizational Design Software: Tools like OrgVue, Visier, or specialized OD platforms for visualizing and analyzing organizational structures.

• Project Management Tools: Microsoft Project, Asana, Jira, Trello, or similar for managing design initiatives and change projects.

• Collaboration Platforms: Microsoft Teams, Slack, Google Workspace for communication and document sharing.

Analytics & Reporting:

• Data Analysis Tools: Microsoft Excel (advanced), Tableau, Power BI, or similar for workforce data analysis, reporting, and visualization.

• Workforce Analytics Tools: Potentially specialized tools for deeper workforce insights.

CRM & Automation:

• While not directly a CRM role, understanding how organizational structures impact sales and customer-facing operations may require familiarity with CRM data (e.g., Salesforce) and how it integrates with organizational hierarchies.

• Workflow Automation: Awareness of how automation can support HR processes and organizational efficiency.

📝 Enhancement Note: Proficiency with enterprise HR systems (especially Workday), data analysis tools, and project management software is essential. Experience with dedicated organizational design platforms would be a significant advantage.

👥 Team Culture & Values

Operations Values (Inferred based on QBE's stated values and industry):

• Customer Focus: Ensuring organizational designs ultimately serve customer needs and enhance service delivery.

• Integrity: Upholding ethical standards in all design and change processes.

• Collaboration: Fostering a team-oriented approach, working across functions to achieve common goals.

• Excellence: Striving for high-quality, effective, and impactful organizational designs.

• Adaptability: Embracing change and continuously evolving structures to meet market demands.

• Inclusion: Designing organizations that are equitable and promote diversity and belonging.

Collaboration Style:

• Partnership-Oriented: Working closely with senior leaders and HRBPs as strategic partners.

• Data-Informed: Basing recommendations and decisions on robust analysis and evidence.

• Solution-Focused: Proactively identifying challenges and developing practical, effective solutions.

• Transparent Communication: Clearly articulating design rationales, impacts, and implementation plans.

📝 Enhancement Note: QBE's emphasis on "human touch" and "making an impact" suggests a culture that values both strategic rigor and empathetic execution. Candidates should demonstrate an ability to balance data-driven decisions with an understanding of employee experience and organizational dynamics.

⚡ Challenges & Growth Opportunities

Challenges:

• Navigating Complexity: Managing organizational design within a large, global, and regulated financial services organization.

• Stakeholder Alignment: Gaining consensus and buy-in from diverse senior leaders with potentially conflicting priorities.

• Change Resistance: Addressing and mitigating resistance to organizational changes from employees and management.

• Data Availability & Quality: Ensuring access to reliable and comprehensive data for accurate workforce analysis and design validation.

• Pace of Change: Keeping organizational structures agile and responsive to rapid market shifts and strategic pivots.

Learning & Development Opportunities:

• Advanced OD Techniques: Exposure to cutting-edge organizational design methodologies and tools.

• Strategic Leadership Engagement: Direct interaction with senior executives, offering insights into strategic decision-making.

• Cross-Functional Exposure: Understanding the operational and strategic nuances of different business units within QBE.

• Industry Insights: Deeper understanding of the insurance sector's dynamics and challenges.

• Potential for Permanent Role: Opportunity to transition from a contract to a permanent position, leveraging acquired knowledge and relationships.

📝 Enhancement Note: This role presents significant opportunities for professional growth by tackling complex organizational challenges in a large, international company. The ability to navigate change and influence stakeholders will be key to overcoming these challenges and realizing growth opportunities.

💡 Interview Preparation

Strategy Questions:

• "Describe a time you designed a new organizational structure to support a major strategic shift. What was your process, what challenges did you face, and what were the key outcomes?"

• "How do you approach balancing the need for organizational efficiency with employee engagement and morale during a redesign?"

• "Walk me through your methodology for conducting a spans and layers analysis. What data do you consider critical?"

• "How would you diagnose the root cause of perceived structural inefficiencies within a large business unit?"

• "How do you ensure your organizational designs are future-proof and adaptable to evolving business needs and market trends?" Company & Culture Questions:

• "What do you know about QBE Insurance Group and its strategic priorities?"

• "How do you see your role contributing to QBE's vision of becoming the most consistent and innovative risk partner?"

• "Describe your experience working in a hybrid or flexible work environment. How do you ensure productivity and collaboration?"

• "How do you align your professional values with an organization's stated culture and values?" Portfolio Presentation Strategy:

• Focus on Impact: For each case study, clearly articulate the "so what" – the tangible business benefits and ROI.

• Showcase Your Process: Be ready to detail your step-by-step approach, from initial problem definition to implementation and follow-up.

• Highlight Collaboration: Emphasize how you engaged with and influenced stakeholders at all levels.

• Be Data-Centric: Present data and analytics that supported your decisions and demonstrated success.

• Prepare for Q&A: Anticipate questions about your choices, challenges, and alternative approaches.

📝 Enhancement Note: Interviewers will be looking for a strategic, data-driven, and influential candidate. Be prepared to discuss your experiences with concrete examples, quantify your impact, and demonstrate a deep understanding of organizational design principles and their application in a corporate setting.

📌 Application Steps

To apply for this operations position:

• Submit your application through the provided Workday link.

• Tailor Your Resume: Highlight experience in organizational design, strategic workforce planning, change management, stakeholder engagement, and data analysis, using keywords from the job description. Quantify achievements whenever possible.

• Prepare Your Portfolio: Select 2-3 key projects that best demonstrate your expertise and impact. Be ready to present these, focusing on the business problem, your solution, methodology, and quantifiable results.

• Research QBE: Understand QBE's business, strategic goals, recent performance, and stated values to tailor your responses and demonstrate genuine interest.

• Practice Interview Questions: Rehearse answers to common organizational design and behavioral questions, focusing on the STAR method (Situation, Task, Action, Result).

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.

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