Introduction Through our client-facing brands the Momentum Group, with Multiply (wellness and rewards programme), and our other specialist brands, including Guardrisk and Eris Property Group, the group enables businesses and people from all walks of life to achieve their financial goals and life aspirations.We help people grow their savings, protect what matters to them and invest for the future. We help companies and organisation’s care for and reward their employees and members. Through our own network of advisers or via independent brokers and utilising new platforms Momentum Group provides practical financial solutions for people, communities, and businesses.We build and protect our clients' financial dreams.Visit us at www.momentumgroup.co.za.

Disclaimer As an applicant, please verify the legitimacy of this job advert on our company career page.
Role Purpose To support and enhance the organisational design capability across the Momentum Group by enabling optimal organisational structures, role profiles, and work architecture.

Requirements

• Postgraduate degree in Human Resources, Business, Industrial Psychology, or a related field.

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• 5 years of experience in Human Capital or Organisational Effectiveness, with at least 3 years focused on:

  • Organisational design and structure development

  • Role profiling and job architecture

  • Integration with performance or workforce planning frameworks

  
  

• Financial services experience would be an advantage.

Duties & Responsibilities Organisational Design and Structure Enablement:

• Act as a specialist in design methodology and tools, ensuring consistent application across the Group.

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• Work closely with the Lead: Organisational Design & Talent to guide and support business unit Human Capital teams in designing fit-for-purpose structures that support agility, efficiency, and capability alignment.

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• Apply diagnostics such as headcount modelling, spans and layers analysis, and future-state design to inform structural decisions in strategic workforce planning.

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• Maintain and mature the organisation’s work architecture and role profiling framework to support structure clarity and capability alignment.

Role Profiling and Work Architecture:

• Design and maintain scalable, strategically aligned role profiles and job families.

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• Ensure alignment of roles to an overarching work architecture and capability framework that supports career paths and workforce planning.

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• Maintain a generic role library with competencies aligned to architecture.

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• Ensure the use of fit-for-purpose role profiling methodology is aligned with strategic workforce planning.

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• Work with the Lead: Organisational Design & Talent to maintain a generic role library and ensure alignment of competencies across performance, talent, learning, and reward practices.

Governance and Data Integrity:

• Support position management, governance and data integrity by partnering with HC Operations and
  Finance in The HC Reward and Benefits Team.

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• Ensure organisational structure and role data are accurately maintained and aligned to design principles and governance protocols.

Integration with HC Domains:

• Work closely with the Lead: Organisational Design & Talent as well as the OD Specialist to integrate design practices with performance management, talent, capability building, and reward to create a cohesive employee experience.

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• Act as an organisational design knowledge partner to HC practitioners, providing tools, templates, and capability uplift across the Group.

Collaboration and Consulting:

• Build trusted partnerships with HC and business stakeholders to co-create sustainable design solutions.

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• Provide expert consulting on structure, roles, levels, and operating model design to meet evolving business needs.

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• Contribute to building design capability across the HC function through knowledge sharing, toolkits, and enablement sessions.

Competencies

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  Organisational Design Methodology and Practice – Proven expertise in organisational design, structure analysis, and operating model alignment.

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  Role Profiling & Work Architecture – Skilled in designing roles, job families, and competency-aligned frameworks.

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  Analytical Capability – Ability to apply data-driven insights to organisational challenges.

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  Collaboration & Influence – Strong consulting skills with the ability to influence and partner across complex stakeholder groups.

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  Systems Thinking – Ability to integrate OD with broader HC and business strategies.

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  Communication & Enablement – Clear communicator, able to convey complex ideas simply, and build understanding across diverse audiences.