OPERATING MODEL GUIDE
Inside the Operating Model Guide
01
THE TEAM STRUCTURE
Know who you need and what they own.
Explore the three groups and nine capabilities, with clear responsibilities for each.
02
THE OPERATING MODELS
Choose how your team works with the business.
Compare two models: your team leads workflow redesign or equips the business to lead. See when each works best.
03
THE TEAM IN PRACTICE
See how the three groups work together.
Follow each group's role in Reejig's 7 Stage Loop, from mapping work to measuring results and updating the Work Architecture.
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What I didn't expect to find so fascinating was the inverse of AI opportunity: understanding which parts of a role are uniquely human and will always need to be.
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I'm thankful that we have a very visionary CHRO that decided to create this team under her organization. That allows us to move faster than I think it would be if we have a different structure.
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You don't want the tech built in one place work being designed somewhere else. And then change management and enablement brought in at the end. This should be one team.
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Having that group that sits in a company that really can think about bringing together that cross-functional team to go in and really get it done and deliver is going to be critical.
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You need a cross-functional pod that's going to move those intents forward. And that takes folks that are experts in AI, folks that can really dig in deep and help you process map down to your task, your subtasks, and really thinking through to your SOP.
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I think we need to form smaller teams that build trust and understand the end game. And then use AI as an augmented tool that enables people.
Get the Al Work Design Team Operating Model
Who you need, what they own, and where to start, from the pioneers already doing it in Fortune 100 enterprises.
AI WORK DESIGN STORIES
How AI Work Design Pioneers are building teams
“Reejig turned fragmented work data into actionable intelligence.”
Dennis Di Lorenzo
Director of Skilling Strategy – Workforce and Work Transformation in the AI Era
“We needed to partner with you all at Reejig to have the data to understand work within a family group, and then a role group, and then a specific role, to understand what is the work that’s actually happening?”
Abby Rich
Director, Enterprise & Workforce Design – Organization Transformation
“The partnership with Reejig has been really instrumental in thinking through … what is the true work that our employees are doing today?”
Sarah Bernstein
VP, Organizational Transformation and Capability Development
“Working with Reejig, the work output aligned 90% with what people actually did.”
Santosh Singh
Senior VP, Corporate Functions: HR, Legal, Corp Communications
“Having a platform like Reejig to get that real-time transparency and visibility … that’s the holy grail.”
Robyn Tombacher
EVP, Global Business Transformation & IMO Operations
“The work that we’ve done together has given us the insights and credibility that we might not have had in the past to have that work architecture, business model redesign conversation.”
Josh Newman
Global Head of People Strategy & Experience
“[We needed to] really understand how the work happens today… that’s the partnership we have with you, Siobhan…” “Just putting AI on top of a crappy process isn’t going to bring you anywhere.”
Juliana Nunes
SVP, Global Head of Digital HR
“A platform like Reejig, I think that’s a lot of the value that you bring because it’s really challenging to be able to otherwise surface all of those insights at an enterprise level in a large, complex global organization. Otherwise you’re making those decisions without data.”
Jasmine Jaco
VP, Organization Transformation & HR Strategy
