• Diagnose current-state org and talent processes (e.g., role clarity, role leveling, role architecture, organization structure and design) using structured OD frameworks and evidence-based methods • Review and redesign role architecture elements: role definitions, job families, leveling principles, scope/impact markers, and governance • Identify process gaps and friction points across interconnected systems (performance, promotions, workforce planning, capability building, org structure changes), and recommend improvements based on primary and secondary research • Build practical artifacts: design principles, process maps, governance/decision matrices, and implementation-ready guidance • Translate research into practice by bringing relevant academic insights, benchmarking, and a clear point of view on what “good” looks like • Support stakeholder alignment through crisp narratives, proposals, and facilitation in working sessions