Group Vice President – Organisation Effectiveness

Drive the Organisation Effectiveness of DP World through the design and implementation of initiatives and programmes including organisation design; strategic workforce planning; workforce cost optimization, operating model change (automation and shared services) and global job architecture centralization by providing specialist advice as part of the total rewards center of expertise.

KEY ACCOUNTABILITIES:

1. Lead Enterprise Organisation Effectiveness Strategy: Lead the design, development, and implementation of organisation effectiveness frameworks, governance, and interventions that enable DP World to achieve its strategic, operational, and financial objectives.

• Develop and maintain the Group-wide Organisation Effectiveness framework, standards, and governance.
• Advise business leaders on organisation design, workforce productivity, operating model effectiveness, and organisation transformation initiatives.
• Drive organisational performance through evidence-based recommendations that improve efficiency, accountability, decision-making, and scalability.
• Partner with Group Functions, Regions, Finance, and Business Leadership teams to embed organisation effectiveness principles into business planning and transformation agendas.
• Monitor organisation health metrics and recommend interventions to enhance organisational performance and effectiveness.

• 2. Lead Strategic Workforce Planning and Workforce Analytics: Lead the development and implementation of an enterprise-wide Strategic Workforce Planning process aligned with business priorities, growth ambitions, operational requirements, and financial objectives.
• Oversee the company-wide workforce planning cycle through stakeholder engagement, scenario modelling, workforce demand forecasting, and workforce supply analysis.
• Develop integrated workforce plans that balance business growth, productivity, critical capability requirements, and cost optimisation objectives.
• Provide workforce analytics, benchmarking, and organisational insights to support headcount decisions, workforce productivity, and future skills strategies.
• Identify workforce risks and opportunities through predictive analytics and recommend mitigation strategies.
• Continuously enhance workforce planning methodologies in line with global best practices and productivity frameworks.

• 3. Drive Organisation Design, Operating Model and Transformation Initiatives: Lead organisation design and operating model transformation initiatives that improve organisational effectiveness, simplify structures, optimise resources, and enhance service delivery.
• Define and maintain enterprise organisation design principles, including spans of control, organisational layers, reporting structures, governance models, and role accountabilities.
• Conduct organisation effectiveness reviews and organisation design assessments across businesses and functions.
• Lead operating model redesign initiatives, including shared services, centre-led models, centralisation, automation, digitisation, outsourcing, and process optimisation programmes.
• Evaluate and recommend structural changes that improve efficiency, reduce duplication, and accelerate decision-making.
• Support major transformation programmes including mergers, integrations, restructuring, and business model changes.

• 4. Lead Workforce Cost Optimisation and Productivity Programmes: Drive workforce productivity and workforce cost optimisation initiatives to improve organisational efficiency while maintaining business capability and performance.Develop workforce cost optimisation frameworks, metrics, and governance processes across the Group.
• Partner closely with Finance and Business leaders to evaluate workforce investment decisions and productivity outcomes.
• Identify opportunities to improve workforce efficiency through restructuring, role redesign, automation, capability deployment, and operating model changes.
• Monitor workforce productivity, labour cost trends, and efficiency metrics, providing actionable recommendations to leadership.
• Support annual budgeting and business planning processes through workforce cost modelling and scenario analysis.

• 5. Own Global Job Architecture & Catalogue and Organisation Data Governance: Lead the development, governance, and continuous enhancement of the Group Job Architecture & Catalogue framework to ensure consistency, transparency, and scalability across DP World.
• Establish and govern global job architecture & catalogue standards including job families, job functions, career frameworks, job levels, and role classification.
• Ensure alignment between job architecture, organisation design, workforce planning, and total rewards frameworks.
• Partner with Compensation & Benefits and Regional People teams to support talent, rewards, and workforce management processes.
• Maintain organisation design and workforce data integrity, governance, and reporting standards across the Group.
• Drive standardisation and simplification of organisational structures and role frameworks globally.

6. Others

• Responsible for the management and leadership of an engaged team, promoting collaboration and ensuring that each is developed and evaluated against clear and aligned goals.
• Act as an ambassador for DP World at all times when working; promoting and demonstrating positive behaviours in harmony with DP World’s values and culture; ensuring the highest level of safety is applied in all activities; understanding and following DP World’s Code of Conduct and Ethics policies
• Perform other related duties as assigned.JOB CONTEXT:

The job operates in a highly confidential environment and the job holder must be comfortable analysing complex data from various sources at a level of subject matter expertise and proficiency. Accuracy of output is critical in this role and the role will operate under time constraints and will be required to synthesise information in a timely manner.

This global role requires an excellent ability to collaborate and manage remote relationships, leveraging on various global and regional teams.

The job holder is a key member of the Group People team who provides advice and guidance to Regions, Senior Management and Executives.

QUALIFICATIONS, SKILLS & EXPERIENCE:

• Bachelor’s degree required, preferably with a Business, Consulting, OD, Human Resources or related background

• A minimum of 10 to 15 years of organisation design and workforce planning experience at a similar level in a multinational company.

• Process improvement skills are highly desirable.

• Proven experience designing and successfully implementing complex and multijurisdictional job human capital programmes

• Understanding of Integrated Logistics and Ports businesses will be a distinct advantage

• Consultancy and OD experience is preferred

• Practical and ‘hands on’ experience successfully implementing specific human capital productivity programmes.

• Excellent computer skills including advance use of MS Excel.

• Very strong analytical skills

• High attention to details and ability to multitask

• Ability to work under pressure and with minimum supervision

• Ability to collaborate extensively and inclusively across functions and regions, including with senior management

• Effective business communication skills and fluency in written & spoken English

• Strong financial and business acumen

• Proven track record of personal credibility both technical expertise and high ethical practice.

• Decisive thinker with the ability to analyse and understand information using insights to effectively make informed decisions.