Twenty-one positions mapped before a single role was redesigned

A regulated exchange that had already used conversion support for new hires asked a different question: which of its existing roles were changing because of automation and AI, and could those changes be supported as job redesign? The answer started with the organisation chart, not with a job description.

Industry context

Exchanges and clearing houses run on reporting, surveillance, reconciliation and risk processes that are being automated quickly. Routine reports that once took a team are now produced by systems. That does not remove the people. It moves their work towards exception handling, surveillance with AI tools, risk analysis and judgement calls the systems cannot make.

What changed and why job redesign applied

Job redesign support follows changes in what a role does, not changes in the tools it uses. The scan therefore looked at each position for evidence that the work itself was shifting: routine reporting being automated, and exception handling and analytics taking its place. Where the published jobs transformation maps graded a role as facing significant redesign, that grading became part of the evidence.

Our strategy

We mapped every position on the organisation chart against the relevant jobs transformation maps and grouped the results into role families. Twenty-one positions across seven role groups came out as priority cases, with a further fourteen showing a lighter case. For the priority groups we assembled an evidence pack: the map references, the tasks being automated, and the new work replacing them. We also asked for an eligibility table so that service length and residency could be checked person by person. The route in view was the Workforce Development Grant (Job Redesign Plus), with salary support for the redesigned roles as a possible next step.

What the engagement covered

• Every position on the organisation chart mapped against the relevant jobs transformation maps.
• Positions grouped into seven role families, with twenty-one priority cases and fourteen lighter cases.
• An evidence pack per role family: map references, tasks being automated, and the new work replacing them.
• An eligibility table requested so service length and residency could be checked per person.

Outcome

Scope

Twenty-one priority positions in seven role groups, plus fourteen lighter cases

Route

Workforce Development Grant (Job Redesign Plus), with salary support for redesigned roles as a possible next step

Status

Scoping completed; the client has deferred the project to next year

Strategic value

A firm-wide view of where automation and AI are changing the work, ready to act on

Key takeaway

Redesign does not mean a role is replaced. What changes is the job scope, and the place to find that evidence is the organisation chart, read against the published maps, before any single role is redesigned.