What you will do on your journey with WebBeds.

As the Organisational Development Lead at WebBeds, you will champion the future of our global workforce through strategic design, impactful transformation, and cultural growth. Reporting to the Talent Transformation Director, your leadership will shape organisational structures, job architecture frameworks, and competency models that align talent with our evolving business needs. With a focus on agility, inclusivity, and innovation, you will drive change management, succession planning, and well-being initiatives that build a high-performing, engaged, and future-ready workforce.

In this role you will:

Act as a strategic partner to senior leadership, aligning talent strategies with business goals to futureproof the organisation. You will design and embed scalable frameworks for organisational effectiveness, from capability modelling to career development pathways. By leveraging data-driven insights, you will identify skill gaps, guide workforce planning, and drive initiatives that strengthen engagement, agility, and retention. Your focus will be on integrating people strategy into every layer of the business—creating a culture that empowers individuals and teams to thrive in a rapidly evolving global environment.

Key Responsibilities.

• Lead the design and implementation of organisational structures that enhance efficiency and align with strategic goals.
• Oversee restructuring and role redesign efforts to adapt to organisational changes.
• Develop and manage a comprehensive job architecture framework defining roles, responsibilities, and career paths.
• Establish and update core competencies and skills frameworks, which will integrate into recruitment and professional development processes.
• Equip leaders and teams with skills and tools for navigating organisational change.
• Ensure competency and skill frameworks adapt to changes in the organisation and industry.
• Align career development programmes with organisational needs and employee aspirations.
• Provide resources for career counselling and encourage internal mobility to support career growth.
• Lead succession planning initiatives to identify and nurture talent for key roles, ensuring smooth transitions and business continuity.
• Develop and implement change management strategies to manage organisational changes effectively, providing guidance and resources to employees during transitions.
• Shape and promote a culture that aligns with organisational objectives and enhances employee engagement and satisfaction.
• Implement and monitor diversity, equity, and inclusion (DEI) strategies to ensure a diverse, equitable, and inclusive workplace.
• Create and promote programmes that support employee well-being, addressing mental health and work-life balance.

The skills we would love to see in your suitcase.

• Minimum of 7 years' experience in organisational development, including designing and implementing organisational structures and job architecture frameworks.
• At least 2 years' experience in people management, focusing on leading cross-functional teams.
• Over 5 years' experience in a strategic role, overseeing initiatives that align with organisational goals and industry changes.
• Proven expertise in change management, with experience executing large-scale transformation initiatives using frameworks such as ADKAR, Prosci, or Kotter.
• Strong background in developing and managing competency and skill frameworks, integrating them into recruitment and professional development processes.
• Experience in career development and succession planning, with the ability to design career pathways, talent mobility programmes, and identify high-potential talent for key roles.
• Exceptional communication and stakeholder management skills, with the ability to influence senior leaders, collaborate with cross-functional teams, and inspire employees.
• Experience in promoting and shaping organisational culture to enhance employee engagement and satisfaction.
• Demonstrated ability to implement diversity, equity, and inclusion strategies and monitor diversity metrics.
• A data-driven mindset, using analytics to assess impact, drive improvements, and support decision-making in organisational development initiatives.
• Experience in creating and promoting programmes that support employee well-being, addressing mental health and work-life balance.