Assistant General Manager, Transformation Lead

Job PurposeThe AGM, Transformation Lead is responsible for driving the strategic job redesign, process transformation and modulatistions of services to improve operational efficiency, optimise workforce deployment, and enhance service delivery. This role will partner closely with business units, operations leaders, HR, consultants, and all other relevant stakeholders to improve existing work processes and job structures, and implement solutions that future-proof the organisation’s operating model. The AGM, Transformation Lead, shall prepare and provide frequent updates to the Senior Management.Key ResponsibilitiesStrategic Workforce and Process TransformationLead the development and execution of job redesign strategies to support operational excellence, productivity, and business growth. Identify functions and roles with potential for redesign based on operational performance, workforce data, and business priorities. Align job redesign initiatives with the organisation’s long-term operational and digital transformation strategy. Establish centralisations and modularisations of services to enhance efficiency and productivity. Project Leadership and DeliveryDrive end-to-end planning and execution of job redesign projects, from scoping to implementation. Define and align project goals, deliverables, and success measures, ensuring alignment with business objectives. Manage project timelines, resources, and budgets, and ensure milestones are achieved on schedule. Operations & Job AnalysisConduct operational assessments and work studies to identify process inefficiencies, skill gaps, and opportunities for automation or role optimisation. Partner with business leaders to redesign job scopes, workflows, and team structures to enhance productivity and service outcomes. Ensure redesigned roles and modularised services are structured for scalability, efficiency, and cost-effectiveness. Stakeholder Engagement & Change EnablementWork closely with heads of department, line managers, and HR to secure buy-in and successful implementation of redesigned roles. Develop and execute change management and communication plans to support smooth transitions. Facilitate workshops and engagement sessions to build understanding and ownership of changes. Continuous Improvement & Capability BuildingEstablish frameworks, toolkits, and playbooks to standardise job redesign methodology across the organisation. Identify skills required for redesigned roles and partner with HR and L&D to enable upskilling or redeployment. Monitor post-implementation impact, including productivity gains, workforce optimisation, and employee engagement, and drive continuous improvement. Qualifications & ExperienceBachelor’s degree in business administration, Operations Management, Industrial Engineering, or related discipline. Minimum 5–8 years of relevant experience in operations transformation, change management, process improvement, or workforce redesign. Possession of relevant certifications in organisational change management and project management will be an advantage. Proven experience leading business process reengineering or productivity improvement projects. Strong project management and stakeholder engagement experience, preferably in complex or multi-site environments. Knowledge of lean methodologies, process optimisation tools, or automation technologies is advantageous. Familiarity with job redesign frameworks and workforce transformation initiatives (e.g., WSG Job Redesign) preferred. Skills & CompetenciesStrategic thinking with a strong operational and execution mindsetExcellent project management and analytical skillsStrong stakeholder engagement and influencing capabilities across all levelsEffective communication and presentation skillsProactive problem solver with a continuous improvement orientationAbility to translate operational challenges into practical redesign solutions