Organizational Design HR Analyst

Org Design HR Analyst As an Org Design HR Analyst, you will support the design and health of Clearwater’s organization structure; helping ensure teams are structured, sized, and leveled in a way that supports the business. You’ll work closely with the People Analytics and HR Business Partner teams to build reporting and support the analysis behind organizational design decisions. You’ll also support the Organizational Effectiveness & Innovation Lead, helping keep team topology, governance forums, and innovation programs running as Clearwater scales new structures and initiatives. Key Responsibilities: Dashboards & Reporting: Support regular reports and dashboards on org structure, headcount, and workforce metrics, drawing on data maintained in the HRIS. Data Quality Flagging: Review org and position data for inconsistencies or errors, and flag and track discrepancies through to resolution with Regional HR Ops, who own manual HRIS data entry and Workday changes. Org Design Analysis: Support analysis of span of control, layers, job leveling, and reporting structures to identify inefficiencies and inform org design recommendations. Reorg & Scenario Support: Assist in building and modeling organizational scenarios during restructures, reorganizations, and headcount planning cycles. Team Topology & Governance Support: Support the Organizational Effectiveness & Innovation Lead in maintaining team topology (flat structures, single-threaded ownership, small co-located teams) and in coordinating cross-functional governance forums (e.g., architecture and commercial review boards), including scheduling, agendas, and decision tracking. Innovation Program Support: Help track and report on innovation program activity (e.g., Ideathon-style mechanisms), monitoring idea-to-launch velocity and compiling status updates for leadership. New Business Line Support: Assist with the structural setup of new business line stand-ups, gathering the org data and documentation needed so org design follows strategy from day one. Cross-Functional Partnership: Work with HR Business Partners, Regional HR Ops, Talent Acquisition, and business stakeholders to gather organizational data and understand structural change requests. Documentation: Help document org design principles, templates, and processes to build a consistent, repeatable playbook for future organizational changes. Qualifications: Bachelor’s degree in human resources, Business Administration, Analytics, or a related field. 2+ years of experience in HR, People Analytics, Org Design, or a related analytical role. Strong Excel skills (pivot tables, formulas, data cleaning) and comfort building reports/dashboards; experience with a BI tool (e.g., Power BI, Tableau) is a plus. Familiarity with an HRIS (e.g., Workday) sufficient to review data for accuracy, even though data entry sits with Regional HR Ops. Strong analytical and problem-solving skills, with attention to detail when reviewing sensitive organizational data. Clear written and verbal communication skills, with the ability to present data and insights to non-technical stakeholders. Comfort supporting fast-moving cross-functional forums and tracking action items to closure. Ability to handle confidential information with discretion and sound judgment. Highly organized and comfortable managing multiple data requests and deadlines simultaneously. Experience Level Mid Level