New Role Analysis
Every new hire should deliver measurable impact. Our new role analysis service ensures that every newly created position is grounded in business value. We help define the role’s need, purpose, scope, key success metrics, and alignment to organisational goals whilst also validating the market demand and internal fit to avoid redundant or misaligned hires. By taking a structured approach, we help you design roles that add clarity, purpose and long-term success.
Why new role analysis matters
Creating new positions without clear definition or alignment can lead to overlap, inefficiency, or misaligned hires. To drive real value, every role should have a clearly defined purpose and measurable outcomes.
Our analysis helps you answer critical questions, including:
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Why does this role exist? – Clarifying the business need and purpose.
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What will success look like? – Defining key metrics and outcomes.
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How does it fit internally? – Ensuring alignment with teams, structures, and workflows.
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Is there market demand? – Validating the role against external benchmarks and talent availability.
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Is it future-ready? – Assessing long-term relevance and adaptability.
By addressing these factors, you avoid redundant or misaligned hires and create roles that strengthen both business performance and workforce capability.
Define role requirements
Identify core and emerging skills and role requirements needed for success
Benchmark role demand
Understand availability, necessity, salary and competition for the role
Guide hiring strategy
Understand availability, necessity, salary and competition for the role
New role analysis case study
Industry
Healthcare & Pharmaceuticals
Business Size
1,000+ staff
Target Country
United Kingdom
A leading UK-based healthcare services provider partnered with Henley to support the definition and sourcing
strategy for a newly created Director of AI & Digital Integration role. With digital transformation as a strategic
priority, the client sought to embed AI and automation across both clinical and operational functions, but had
no prior AI leadership or internal reference point to shape the role. The objective was twofold: to define the
optimal scope, structure, and competencies of the role, and to identify the external talent landscape across
sectors where similar digital transformation leadership existed. This required looking well beyond traditional
healthcare boundaries into adjacent sectors such as healthtech, life sciences, and digital-first industries.
These findings enabled our client to gain internal buy-in and clarity on the role scope and impact, and our talent mapping led to the successful recruitment of an AI leader within 10 weeks of project completion.
Our Approach
Mapping
Mapped and profiled 150+ passive candidates across AI/ML leadership, digital transformation and automation across sectors including HealthTech, FinTech, GovTech, Consumer, Consulting and Pharma
Engagement
Engaged with our network of experts and external figures to determine the strategic intent of the role and how to effectively insert this role into a wider and already developed digital function
Analysis
Analysed the collected data, generating market insights such as probable locations, gender/ethnicity split, talent availability and salary expectations.
Why choose Henley?
Our structured approach to new role analysis blends organisational insight with market intelligence. Partnering with us gives you:
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Internal alignment checks: Ensuring the role fits within your structure and avoids duplication.
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Market validation: Benchmarking demand, skills, and compensation against external trends.
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Strategic recommendations: Guidance on whether and how to proceed with the role.
This process gives you confidence that every new position contributes meaningfully to your organisation’s goals.
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