Operating Model Manager

We're Hiring: Operating Model Manager
Location: United Arab Emirates (Remote)
Employment Type: Full-Time
Experience Level: Mid-Level to Senior
Work Arrangement: Fully Remote
About Us
We are a globally focused organization committed to building scalable, efficient, and high-performing operating environments across diverse markets and business functions.
Our teams collaborate across Strategy, Operations, Finance, Technology, Human Resources, Commercial, Risk, Customer Experience, and business units to design operating models that clarify accountability, optimize resources, improve processes, and support sustainable organizational growth.
The Role
We are seeking an experienced Operating Model Manager to lead the design, development, implementation, and continuous improvement of enterprise and business-unit operating models.
The ideal candidate will translate organizational strategy into practical operating structures covering organization design, governance, processes, capabilities, technology, decision rights, performance management, and service delivery. The role will work closely with senior leadership to create operating models that improve efficiency, scalability, accountability, customer outcomes, and strategic execution.
Key Responsibilities
Develop and implement operating-model strategies aligned with corporate strategy and business objectives.
Assess current operating models and identify opportunities to improve effectiveness, efficiency, scalability, and accountability.
Design target operating models for corporate functions, business units, products, services, markets, and transformation programs.
Translate strategic objectives into operating-model requirements, capabilities, structures, processes, and governance.
Define operating-model principles, design standards, decision criteria, and implementation frameworks.
Conduct current-state assessments covering organization, processes, technology, data, governance, capabilities, and performance.
Identify organizational overlaps, duplication, gaps, bottlenecks, unnecessary complexity, and unclear accountability.
Develop target-state operating-model blueprints and transition roadmaps.
Define organizational structures, roles, responsibilities, reporting relationships, and decision rights.
Develop accountability frameworks including RACI matrices, role charters, delegation structures, and governance arrangements.
Design effective decision-making models covering strategic, tactical, operational, and escalation decisions.
Review spans of control, organizational layers, management structures, and resource allocation.
Assess opportunities for centralization, decentralization, shared services, centers of excellence, outsourcing, insourcing, and hybrid delivery models.
Design service-delivery models that balance cost, quality, speed, control, and customer experience.
Define service catalogs, service ownership, service-level expectations, and performance standards.
Map end-to-end business processes and identify opportunities for simplification, standardization, automation, and optimization.
Develop future-state process models aligned with organizational strategy and operating requirements.
Coordinate business-process redesign and transformation initiatives.
Identify opportunities to eliminate manual activities, duplicate processes, unnecessary approvals, and inefficient handoffs.
Evaluate technology requirements needed to enable target operating models.
Coordinate with Technology teams on ERP, CRM, workflow, automation, data, AI, analytics, and digital-platform requirements.
Assess opportunities to digitize, automate, standardize, or integrate operational processes.
Define data ownership, information flows, reporting requirements, and governance implications within operating models.
Ensure operating-model designs consider technology architecture, data requirements, cybersecurity, and operational resilience.
Develop capability frameworks identifying current and future organizational capabilities.
Conduct capability-gap assessments and define actions required to build or acquire critical capabilities.
Coordinate workforce planning and organization-design activities with Human Resources.
Assess role requirements, workforce capacity, skills, locations, sourcing models, and future capability needs.
Support organizational restructuring, transformation, integration, and business-model changes.
Develop implementation roadmaps covering organization, processes, technology, governance, people, and change requirements.
Establish transition plans from current-state to target-state operating models.
Define implementation milestones, dependencies, resources, risks, and success measures.
Coordinate operating-model implementation across multiple functions and business units.
Establish governance forums and decision-making mechanisms required to operate the target model effectively.
Develop policies, standards, procedures, operating manuals, and governance documentation.
Establish performance-management frameworks aligned with operating-model objectives.
Define KPIs, service levels, operational metrics, accountability measures, and reporting requirements.
Monitor operating-model performance and identify areas requiring adjustment or improvement.
Conduct benchmarking against relevant industry practices, peer organizations, and recognized operating-model standards.
Develop business cases for operating-model changes, including cost, productivity, revenue, risk, and service impacts.
Key Performance Indicators
Operating-model implementation completion
Strategic alignment of operating model
Target operating model adoption
Operating-model maturity
Process efficiency improvement
Process cycle-time reduction
Process simplification
Operating cost reduction
Productivity improvement
Revenue or value contribution
Cost-to-serve improvement
Service-level performance
Customer experience improvement
Decision-making cycle time
Decision-rights clarity
Governance effectiveness
Accountability framework adoption
Organizational-layer optimization
Span-of-control effectiveness
Resource utilization
Workforce productivity
Capability-gap closure
Automation adoption
Digital process adoption
Manual-process reduction
Process standardization
Shared-service utilization
Service-quality performance
Operating resilience
Business continuity readiness
Technology enablement
Data-quality improvement
Reporting effectiveness
Transformation milestone completion
Operating-model project budget performance
Operating-model implementation timeline adherence
Benefits realization
Return on investment
Stakeholder satisfaction
Employee adoption
Change-readiness performance
Continuous-improvement implementation
Ideal Candidate
The successful candidate should have strong experience in operating model design, organization transformation, business transformation, management consulting, strategy execution, process improvement, or enterprise operating-model development, preferably within a complex, international, or multi-business organization.
The candidate should demonstrate:
Proven experience designing and implementing target operating models.
Strong understanding of organizational design, governance, processes, technology, capabilities, and performance management.
Experience conducting current-state assessments and developing target-state operating models.
Strong knowledge of organization structures, roles, decision rights, accountability frameworks, and governance models.
Experience with business-process mapping, redesign, standardization, and optimization.
Strong understanding of shared services, centers of excellence, outsourcing, insourcing, and hybrid operating models.
Experience developing business cases and evaluating operating-model alternatives.
Strong financial and commercial understanding of operating costs, productivity, investment, and benefits realization.
Experience working across Strategy, Finance, Operations, Technology, Human Resources, Commercial, and other corporate functions.
Strong capability in process analysis, benchmarking, scenario modeling, and performance analysis.
Experience managing complex transformation or organizational-change initiatives.
Strong stakeholder-management, facilitation, negotiation, and influencing skills.
Excellent executive communication and presentation capabilities.
Experience developing operating-model blueprints, process maps, governance frameworks, and implementation roadmaps.

Work arrangement
No