Workforce planning or organizational design leader

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I'm looking for someone who works in workforce planning, organizational design, or HR strategy, someone who helps decide how roles are structured and what they're worth to the business, not necessarily someone with "compensation" in their title. This includes people ops leaders, HR business partners, and org design consultants. I'm a journalist reporting a piece for Deel Works, Deel's B2B editorial publication read by HR leaders, CHROs, and people managers globally. The article examines a structural problem: AI has changed what many jobs actually involve day to day, faster than companies have updated the pay, level, or job description attached to those roles. A financial analyst in 2022 and a financial analyst in 2026 are doing fundamentally different work, but most companies are still treating them the same on paper. Here are the questions I would like to ask: Can you point to a specific role you've seen where the actual day-to-day work changed faster than the job description, level, or pay band attached to it? What was the role, and what changed? Was there a specific moment, an exit, a complaint, a hiring struggle, that made the mismatch impossible to ignore? Has AI specifically driven that kind of drift in the roles you've seen? If so, how fast, months, not years? What's the real cost when this goes unaddressed, do you lose the person, lose productivity, or something else you've actually seen play out? What would it actually take, structurally, to catch this kind of drift before it costs you someone good?

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