About the role

At Chanel, we are anchored in our brand culture, codes and values with a clear vision and aligned priorities centered around being a human and purposeful employer. We are focused on supporting the needs of Chanel creation, people, and business, whilst bringing positive impact in the world and preparing the organisation for the future.We have a culture of high-performance standards of excellence with people being at their best in an environment where they feel a sense of belonging and purpose. Given the importance of people at Chanel, our People and Organisation (P&O) team is critical to the success of the brand and the company in the long term.

To achieve the strategic intent for Southeast Asia and Australia & New Zealand (SEAA) and to continue nurturing the brand, there is a newly created strategic leadership role responsible for shaping and executing the organisational development agenda across the SEAA region. Acting as a trusted advisor and executional thought leader to senior business leaders, this role will be the driving force on how the organisation assesses, designs, and continuously improves its effectiveness. This person will lead the design and evolution of the regional operating model, build future-ready capabilities and domains, and lead end-to-end transformation initiatives. This role will partner closely with the Director, P&O SEAA and cross-functional stakeholders to ensure the organisation is structured, skilled, and culturally aligned to deliver on business strategy and advancing Chanel’s ambition to be the best employer worldwide.

WHAT IMPACT YOU CAN CREATE AT CHANEL

You will be the strategic architect and transformation partner to shape the future of an organisation by shaping organisational design, capabilities, and ways of working to enable business performance, scalability, and growth.

• Define and drive the organisation effectiveness agenda across the SEAA region, assessing how the business is currently functioning, identifying where it needs to evolve, and partnering with senior leaders to close the gap with purpose and precision.
• Architect organisation design frameworks to support evolving models (e.g. centralisation, hub-and-spoke, hybrid structures, etc.)
• Support workforce planning solutions and interventions, in close partnership with global team.
• Drive and lead transformation and change management strategies that unlock long-term business and people performance.
• Identify the critical skill domains the business needs and building structured pathways to grow them within and to leave a lasting capability legacy.
• Establish a robust change management framework that gives the organisation a consistent, replicable approach to navigating changes.
• Connect organisational effectiveness to business performance, ensuring every structural design, every change initiative, and every ways of working shift is tied to a meaningful business outcome.
• Influence at the highest levels, working directly with senior leaders to co-create strategies on how the organisation is structured, to ensure organisation is future-ready, efficient, and aligned to strategic priorities.
• Lean in to assist with projects deliverables.

YOU ARE ENERGISED BY

• Diagnosing how organisations really work, a natural ability to look beyond the organisation chart and understand the real dynamics, blockers, and opportunities that determine whether an organisation is truly effective or just functioning.
• Leading change that sticks, driven by challenge of embedding new ways of working, thinking, and leading in ways that become part of how the organisation operates.
• Thrive in ambiguous, dynamic environments and instinctively know how to bring structure and direction and help shaping clarity from evolving business needs.
• Engagement with senior leaders, facilitating tough conversations, and helping leadership teams think differently.
• Building a community of practice to infuse capabilities across the region
• Delivers tangible business impact through organisation design and transformation. Bringing people along the change journey and passionate about making that happen.
• Driving decisions with an insight and data-led view, actively use organisational diagnostics, effectiveness data, and evidence-based insights to shape recommendations and build compelling cases for change.
• Building frameworks that scale and making an impact, in creating change management methodologies, effectiveness toolkits, and governance structures that can be adopted consistently across markets.

WHAT YOU WILL BRING

• Progressive experience in organisational effectiveness, organisational development, or a related field, which has been done at scale and measurable outcomes to demonstrate it.
• Deep practical experience in change management methodology and execution, including stakeholder management, change impact assessment, communication planning, and adoption measurement, with fluency in established frameworks.
• Demonstrated ability to develop and operationalise change management frameworks that give organisations a repeatable, scalable approach to navigating change
• Experience building internal change capability, designing toolkits, coaching leaders, and developing HRBP communities to lead change more effectively.
• Strong skills in organisational diagnostics, workforce planning, effectiveness assessment, and data-driven decision making.
• Sound business acumen and sensitivity to changes, understanding how people decisions drive cost and organisational effectiveness.
• An innovative mindset, able to demonstrate out-of-the-box thinking with the courage to experiment and test new ways of doing things.

WHAT CHANEL CAN OFFER YOU

• At Chanel, we put people first. Each employee is treasured for their own identity and values, every individual will be supported to become the best version of her / himself.
• A dynamic, creative, and inclusive environment where you can make a real impact on people and culture
• You will have the opportunity to learn and grow with Chanel with more than 100 years of heritage and be inspired and nurtured through every single encounter you experience.
• Understanding of a matrixed environment and delivering challenging and complex yet attained goals for development and personal growth.
• An opportunity to work on meaningful initiatives that celebrate individuality and empower employees.

KEY MEASUREMENT OF IMPACT

• Organisation Effectiveness – a clear OE diagnostic completed and an effectiveness improvement roadmap in place and actioned within the first 12 months.
• Operating model – regional operating model reviewed, redesigned where needed, and embedded with clear accountabilities across the divisions and functions.
• New skills and capabilities infusion linked to workforce and organisation changes.
• Change Management framework – consistent, scalable change management framework adopted and actively used.
• Transformation Delivery – major transformation initiatives delivered with measurable, sustained behavioural and performance outcomes.
• Change Adoption – rates tracked and reported across key initiatives, with evidence of embedding beyond initial implementation.
• Business Impact
• Senior Stakeholder Partnership