The architect of organizational transformation who ensures business domains evolve alongside agentic adoption.
A domain is a distinct business work area—such as inside sales, cost accounting, customer onboarding, or claims processing. Critically, a domain often crosses one or more traditional job roles. A single employee may work within multiple domains, and a single domain may involve multiple roles.
This distinction is essential: while traditional HR focuses on roles and titles, the Domain Change Specialist focuses on work areas and how they flow across the organization. When agents are introduced to handle routine tasks, the impact ripples across domain boundaries—not just within a single job description.
The Domain Change Specialist is the human-side architect of agentic transformation, ensuring that when work shifts, the organization is ready.
Maps how work flows across domains and identifies how agentic adoption will reshape team structures, reporting lines, and collaboration patterns.
Rewrites job descriptions to reflect post-transformation responsibilities. Ensures clarity on what employees own versus what agents handle.
Redesigns performance metrics and incentive structures to reward the new behaviors required in an agentic operating model.
Ensures proper flow of work across transformed domains. Manages handoff points between humans and agents to prevent gaps or bottlenecks.
The Domain Change Specialist and HAP Analyst form a complementary pair—one designs for the human, the other designs for the agent.
Focus: The Shift
Focus: The Shed
"While the HAP Analyst is primarily designing the agent, the Domain Change Specialist is mostly focused on designing the organization that will work alongside it."
A key responsibility is helping Workers transition from task executors to agent orchestrators.
Helps Workers understand how to shift from doing tasks themselves to supervising, reviewing, and directing agents. This includes training on exception handling, quality oversight, and escalation protocols.
Guides Workers on how to become more efficient orchestrators—managing multiple agents, batching oversight activities, and focusing human attention where it creates the most value.
Addresses the human side of transformation—concerns about relevance, career growth, and identity. Ensures Workers understand their elevated role in the new operating model.
Begins by mapping the business domains affected by the transformation. Identifies all roles that touch the domain and how work flows between them.
Works with the HAP Analyst to understand which tasks are being shed to agents. Assesses the organizational impact—team structure, headcount, skill requirements.
Designs the "Shift"—what new responsibilities Workers will take on. Creates updated job descriptions, competency models, and performance metrics.
Works directly with Workers to help them adapt their work patterns. Provides coaching on orchestration, oversight, and exception handling.
Monitors post-transformation performance and refines organizational design based on feedback. Adjusts incentives, workflows, and team structures as needed.
The Domain Change Specialist is one piece of the Shed & Shift framework. Discover how all the roles work together.
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