Strategy and Planning Advisor-Organizational Design Specialist

Strategy And Planning Advisor At PNC, our people are our greatest differentiator and competitive advantage in the markets we serve. We are all united in delivering the best experience for our customers. We work together each day to foster an inclusive workplace culture where all of our employees feel respected, valued and have an opportunity to contribute to the company's success. As a Strategy and Planning Advisor within PNC's HR Strategy Delivery and Risk organization, you will be based in Pittsburgh, PA; Cleveland or Columbus, OH; Downers Grove, IL; Atlanta, GA; Birmingham, AL. This candidate will design and steward the future HR operating model and work design across HR Modernization. This role ensures that how work gets done (workflows, decision rights, handoffs, automation boundaries, and role interdependencies is intentionally designed alongside structure. The role acts as a design authority to ensure alignment across COEs, Service Delivery, HR Partners, and enablement platforms, and guides workforce and role transitions across modernization phases. Key Responsibilities Operating Model & Work Design Design the end-to-end HR operating model, including service delivery layers, work distribution, role shapes, and interfaces across COEs, Service Delivery, HR Partners, and Enablement. Translate strategy, experience priorities, and technology enablement into clear work design principles (what work is done where, by whom, and how). Define decision rights, accountabilities, escalation paths, and ownership models using practical frameworks (e.g., RACI/RAPID). Organizational Design Architect org structures, role taxonomy, spans and layers, and governance guardrails to support future-state HR capabilities. Serve as the design authority to ensure consistency and integrity of org and work design decisions across workstreams. Document and maintain HR-wide design standards and design guardrails. Integration with Process, Experience & Technology Partner with process, experience, and technology workstreams to ensure work design aligns with automation, AI enablement, and EX platform capabilities. Identify where work should be simplified, automated, augmented, or eliminated as part of modernization. Ensure org and work design decisions account for controls, risk, and operational resilience. Workforce Transition & Change Guide workforce transitions, including role evolution, redeployment, capability shifts, and change impacts. Support leaders in understanding implications of new ways of working not just new structures. Facilitate leadership and HRLT-level design sessions, decision forums, and working sessions. Capabilities Deep expertise in organizational design and work design, including operating models, decision rights frameworks, and capability modeling. Ability to design work systems (roles + workflows + decision rights + technology) rather than standalone org charts. Strong financial, risk, and controls lens, especially when redistributing work or introducing automation/AI. Proven senior-level facilitation and influence skills; able to lead ambiguous, high-stakes design discussions with HRLT. Strong documentation skills; able to codify design standards, governance, and guardrails that scale. Ability to cohesively integrate operating model, process, experience, and technology changes into a single design narrative. #J-18808-Ljbffr PNC