André Walter

What Andre do makes a fundamental difference to the way people are managed, led and developed, which results in a significant improvement in business performance. His role is delivering the people agenda on large scale, complex, transformational change programs.

From an Organization Design perspective, Andre has built and managed holistic approaches to achieving business goals through the conscious design and implementation of macro and micro organizational structures, activity analyses, job architectures, competency frameworks and more to enable clients to achieve and sustain their strategy and vision.

He is confident that the experiences of my 20 year career as a consultant and as a manager and leader within 3 different industries will help to ensure a positive project / engagement outcome for you and your organization.

Three recent engagements

• Advised a client through OD aspects of a total transformation of their business and operating model. This included the design of a Job Architecture inclusive of Competency Frameworks, Role Mapping, Macro and Micro Design’s using advanced OrgVue capabilities, Nomination / Validation Summits (people mapping to positions), advice on Workforce Transition Planning and Approach, Process Integration / Handshake Workshops across multiple functions and the development and deployment of a new Enterprise Operating Model.
• Advised and provided organizational design deliverables and employee transition planning for the establishment of a new outsourcing partner and a new internal shared service center as a new component of a Finance organization transformation. Made recommendations on how to operationalize retained organization activities to support the future state model. Deliverables included future state organization modeling & analytics through OrgVue, Individual Transition Plans, Ways of Work, a sustained Organizational Health Dashboard, a full Job Architecture inclusive of Competency Frameworks made ready in Workday-compliant data migration files and Employee Career Pathing.
• Worked with the client’s HR team to collect information around its use of their Workday instance and their current job leveling and job architecture approach and then aligned deliverables for the new Capital Engineering organization to this structure while suggesting considerations for improvement. Led the build of a 5-step approach to building needed Job Families, Job Leveling, Job Profiles, Competency Frameworks and Job Descriptions for the new organization. The approach included templates and processes that would allow the client to rapidly build out future or changing organization development needs across other Job Families and aligned with their Workday HCMS.