The senior operating model and workforce transformation lead for Avanade Next. Owns what AI changes about work itself: roles, teams, decision rights, management systems, workforce capability and human-agent collaboration.
KEY RESPONSIBILITIES
Operating Model & Workforce Leadership
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Own the AI-Native Models & Ways of Working domain across APAC.
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Lead design of AI-native operating models, workforce structures and leadership practices that can scale.
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Build Avanade Next credibility on the future of work, human-agent teams and AI-enabled management systems, with clients, Microsoft and the wider ecosystem.
Executive Advisory & Business Growth
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Advise Boards, CEOs, COOs and Chief People Officers on how AI changes the organisation, the work and the leadership model around it.
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Originate and shape mandates where operating model, workforce or ways of working are central to transformation.
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Partner with Industry Leads, Account Teams and Microsoft account teams to turn workforce and operating model demand into signed work, including co-sell where Copilot adoption has stalled short of real change.
Transformation Leadership
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Lead target operating model, organisation design, role redesign, skills planning and management system work on major mandates.
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Define how human and agent work is divided, supervised, escalated and measured at organisational scale.
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Partner with Trust Architects on governance and accountability, and with Value Architects on quantified benefits.
Capability & Practice Development
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Build operating model capability across APAC through hiring, mentoring and leadership.
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Contribute reference operating models, diagnostics and workforce patterns to the APAC library.
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Apply the same method internally as Avanade Next scales its own human-plus-agent model.
KEY MEASURES
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Domain method published and in use within the first two quarters.
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Operating model workstream present and quantified on every major transformation mandate.
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New ways of working adopted and sustained at 90 days post-deployment.
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Direct contribution to qualified pipeline and signed transformation revenue.
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Internal Next operating model documented and improving using the same method.
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SKILLS AND EXPERIENCE
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10+ years in operating model, organisation design or workforce transformation in a major consulting environment.
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Experience implementing enterprise-scale operating model change.
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Substantive understanding of agentic systems and what supervising them requires.
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Strong grounding in governance, accountability, decision rights and management system design.
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CXO credibility with COOs, Chief People Officers and transformation leaders.
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Experience designing governance, accountability and control structures in regulated settings.
WAYS OF WORKING
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Location flexible across ANZ, SEA or Japan with APAC-wide deployment.
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Works in parallel with build, not after it.
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Partners closely with Trust Architects, Service Designers, Value Architects and FDEs.
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Keeps the work practical: roles, decisions, routines, measures and capability.
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Measures adoption by sustained behaviour change, not workshop completion.