Role Design

We need to design roles thoughtfully — and with a team-based view of who does what work.

It’s no longer important that everyone works a traditional 38-hour+ week.

It only matters that we allocate people to the highest value work, optimise our talent budgets and adapt to how our people need and want to work.

Work preferences and business needs are changing quickly. Here are some key moments when you might need to design or redesign roles:

Team budget is reduced but a new hire is needed. What would this look like as a 3-day role?
A part-time professional is burning out, trying to squeeze a 5-day role into 3 days.
A team member is moving from full- to part-time (eg. return from parental leave). What do they stop doing and who does the work then?
Business priorities have shifted overnight. Who scopes the right work for each person on the team?
The team needs to work remotely. What responsibilities need to shift?
A new hire has a disability or illness. What responsibilities are best suited to their work needs?
Team members are close to burnout. Is a culture of long work hours to blame? How could role redesign bring back balance?
We know this is a big shift in thinking. We’re here to guide you through the process.

Has a team member asked for a more flexible work arrangement? Or do you think you might need to design or redesign your own role?

Follow Beam’s 4-step process: