Org & HR design for growth companies

Your tools changed.
Your org didn't.

AI changed how your teams work. Your roles, structures and decisions haven't caught up.

I work with founders, COOs, and people leaders at product growth companies — on how teams are structured, how roles are defined, and how the work actually gets done.

Start a conversation → See the services ↓

Ami Iwakami People Leadership Global

The problem

Sound familiar?

Your tools changed. Your org didn't.

AI is in your stack — not in your org.

You announced the strategy and rolled out the tools. But the roles, the hand-offs, the decisions still work exactly as they did two years ago.

The hard people calls shouldn't be made alone.

Who should own what. How to structure a growing team. Whether a role still makes sense. These don't have to be decisions you carry on your own.

Senior people thinking — not a full-time hire.

The complexity is real. The timing isn't right for a full-time leader. The gap keeps widening while you wait.

Services

Two ways of working together — depending on what you need right now.

Offering

AI-Era Org & Role Design

AI has changed what people actually do — but most companies haven't updated how they're organised around it. I help you find where the gaps are, what to change, and how to make it stick without disrupting everything in the process.

We start with a focused diagnostic: where AI is underused or misused in a team, and the realistic capacity you'd unlock by fixing it — turned into insights your leadership team can actually act on. From there, we redesign the roles and workflows that matter, and ship one working pilot to prove the model before you scale it.

Starting conversation4–6 weeks · most people start here
Working sprint8–12 weeks · redesign a team or function
Insights & full redesign3–6 months · organisation-wide

What you walk away with — a board-ready diagnostic, redesigned roles & workflows, and one working pilot that proves the model.

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Also available

Embedded People Leadership

Fractional, embedded senior people leadership — the depth of a Head of People, on the days you need it. For teams navigating AI-era change who want senior thinking in the room and someone owning the people agenda, without committing to a full-time hire.

This is also the home for an ongoing relationship, if you'd rather we simply stay in it over time.

Retainer-based4–12 months
1–3 days/weekscoped to your needs

What you get — a senior people leader owning the agenda, in the room and on your cadence.

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What this looks like

What this looks like

"A focused engagement with a ~30-person customer team surfaced roughly 80 hours a week going to work AI could now carry — and a redesign that gave three people their most senior work back."
Contact for more →

About

Consultant. Leader. Builder.
All three at once.

Ami Iwakami · Singapore

  • People leadership

    Built and led people functions inside product companies.

  • Consulting rigour

    Strategy and org design at PwC — the discipline behind every engagement.

  • Founder's instinct

    Co-founded a startup. I've lived how growth companies really work.

  • Cross-culture range

    Eight markets across Asia. At home in English and Japanese.

I built Arias Work because I kept seeing the same pattern from the inside: companies brilliant at strategy, yet stuck when it comes to how teams actually work. AI has made that gap impossible to ignore — and, handled well, a real opportunity.

I've been a consultant, a leader and a builder — strategy and org design at PwC, people functions inside product companies, and a startup of my own. So I know what org challenges look like from inside the room, not just from a slide.

INSEAD MBA · BSc Eng, University of Manchester · ex-EF Founder-in-Residence
English (native) · Japanese (native) · Español

More about me →LinkedIn ↗

Let's redesign the org around your AI.

A short, no-pressure conversation is the best place to start. Tell me what's on your plate.

Start a conversation →

Get in touch

Reach out — even if you're still figuring out what you need. That's usually where the most useful conversations start.

Just a conversation.

Currently in a focused building period — but always open to a good conversation.

Or email me directly: [email protected]