New HR capabilities emerge for the AI era as Reejig helps companies continuously redesign operations across humans and AI agents
Reejig, the Work operating system for AI-powered work, announced the launch of the Work Architect Academy and appointed Michael Fraccaro, former chief human resources officer at Mastercard, and Jessica Neal, former chief people officer at Netflix, as advisors.
The announcement comes as companies accelerate the adoption of AI across core operations, driving fundamental changes in how work is structured, executed, and managed. Traditional operating models built around static job architectures and fixed roles are increasingly at odds with how AI-driven organizations operate.
As AI agents continue to be embedded throughout the enterprise, organizations are moving toward defining work at the level of tasks and workflows rather than roles, creating a demand for a new operating layer within HR and IT focused on continuous work design.
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Reejig’s Work Architect Academy is designed to address this change and help companies build internal capacity for continuous work redesign. This includes how to understand changing workflows, anticipate workforce transitions, and adjust skills and competencies as AI is embedded across functions. The Academy includes:
- Co-create the Work Blueprint Framework with the world’s leading companies to redesign how work is structured across humans, AI agents, workflows, and skills.
- Education and certifications focused on building enterprise work architectures for humans and AI agents
- Community and networking opportunities to share learnings across the industry
- Guidance on building the new teams needed to support the new AI-powered workforce
“AI is the most significant change in the way we work in this generation, and it is happening faster than organizations can adapt,” said Siobhan Savage, Founder and CEO of Reejig. “The challenge is to ensure we rebuild the foundations that support both humans and AI agents. This appointment and the Work Architect Academy are a direct response to the scale of transformation that companies are undertaking, including the emergence of new teams within Fortune 500 companies between HR and IT to build an AI-enabled workforce. This is to give organizations the ability to redesign work at the speed of change.”
To further support this new model of work, Fraccaro and Neal offer advice for CHROs and executives navigating the transition from static work architecture to continuous work redesign. Both have led large-scale workforce transformations within global companies and will work alongside the company’s leadership network.
“We are at a tipping point that separates leaders who shape the future from those who simply react,” Fracaro said. “AI will change the way organizations do things, but culture and leadership will determine whether change actually sticks and whether people grow through it. Leaders who embrace a shift in mindset from one that leans toward disruption to the status quo will be the ones who build organizations that are ready for whatever comes next. That’s why I’m joining Reejig.”
“The structure of organizations, how teams operate, and what good performance looks like are all being rewritten at once,” Neal said. “Successful leaders don’t just automate existing models; they redesign work itself. Helping companies navigate and operationalize that change at scale is what Reejig is about, and I’m excited to be a part of the work they’re doing.”
