Organization & People Development Senior Manager

About the Role

The Organization & People Development Senior Manager owns the design, development, and implementation of organizational development, performance management, and people development initiatives across the organization.

The primary mission of this role is to strengthen organizational effectiveness, enhance workforce capabilities, and build a high-performance culture by aligning organizational structures, people strategies, performance frameworks, and talent development initiatives with business objectives.

This role is responsible for driving organizational design and structure optimization, developing and maintaining company-wide performance management frameworks, and establishing effective talent and leadership development practices. It also plays a critical role in improving organizational processes, supporting workforce planning, and translating organizational and people-related data into actionable insights that enable informed decision-making.

The role works closely with business leaders and HR stakeholders to ensure organizational structures, employee capabilities, performance expectations, and development initiatives continuously evolve in line with business priorities and organizational needs.

Key Responsibilities

1. Organization Design & Organizational Development

• Lead, prioritize, and drive the implementation of organization design and organizational development projects and initiatives across the company.
• Evaluate existing organizational structures and recommend optimization opportunities to improve organizational effectiveness, efficiency, and workforce allocation.
• Oversee organizational structure changes, ensuring alignment with organizational design principles, business requirements, and established standards.
• Partner with business leaders and relevant stakeholders to identify organizational challenges and develop solutions that enhance organizational effectiveness.
• Analyze existing organizational processes and operating models, identify improvement opportunities, and collaborate with business stakeholders to implement more efficient and effective ways of working.
• Support organizational transformation and change management initiatives to ensure successful adoption of organizational changes.

2. Performance Management & High-Performance Culture

• Own the design, implementation, and continuous improvement of the company-wide Performance Management framework.
• Establish performance management processes and tools that effectively translate organizational objectives into team and individual performance expectations.
• Monitor and analyze organizational, team, and individual performance results, identifying performance gaps, improvement opportunities, and organizational trends.
• Ensure alignment between business objectives, organizational goals, team priorities, and individual performance.
• Drive initiatives that promote a high-performance culture, accountability, and continuous performance improvement across the organization.
• Develop and maintain performance-related policies and practices, including the linkage between performance outcomes and reward mechanisms.
• Design and implement cultural and organizational initiatives that reinforce performance standards and desired organizational behaviors.

3. Talent & Leadership Development

• Identify organizational capability gaps and talent development needs in alignment with business priorities and future organizational requirements.
• Design and implement talent and leadership development strategies, frameworks, policies, and programs to strengthen organizational capabilities.
• Develop and implement leadership development initiatives and programs to build a pipeline of future-ready leaders.
• Establish and maintain appropriate tools and methodologies for talent assessment, leadership profiling, and development planning.
• Design and deliver employee learning and development programs across different organizational levels and functional areas.
• Evaluate the effectiveness and business impact of learning and development initiatives through relevant metrics and assessment methodologies.
• Identify, evaluate, and manage external training providers and development solutions, ensuring quality, effectiveness, and alignment with organizational needs.
• Continuously identify innovative learning approaches and leadership development solutions that support evolving business requirements.

4. Workforce Planning & Career Development

• Collaborate with relevant HR and business stakeholders to develop and improve workforce planning practices in alignment with organizational structure and business requirements.
• Contribute to the design and development of career paths, job enrichment frameworks, and related organizational policies.
• Support the identification of future workforce capabilities and organizational capacity requirements.
• Ensure alignment between organizational roles, employee capabilities, career development opportunities, and business needs.

5. Organizational Analytics & Continuous Improvement

• Develop and maintain organizational analytical reports, dashboards, and relevant people metrics to monitor organizational effectiveness and people-related performance.
• Analyze organizational and HR data to identify trends, risks, capability gaps, and opportunities for improvement.
• Translate complex organizational data into actionable insights and recommendations to support business leaders and HR stakeholders in decision-making.
• Establish appropriate measurement mechanisms to evaluate the effectiveness of organization development, performance management, and talent development initiatives.
• Promote data-driven decision-making and continuous improvement across organizational development practices.

6. Stakeholder Management & Team Leadership

• Build effective working relationships with business leaders, HR stakeholders, and cross-functional teams to ensure alignment and successful implementation of organizational initiatives.
• Act as a strategic partner to business stakeholders on organizational design, performance management, and people development matters.
• Lead, develop, and motivate the Organization & People Development team, ensuring effective prioritization, execution, and delivery of team objectives.
• Manage multiple organizational initiatives simultaneously, ensuring appropriate resource allocation, stakeholder alignment, and timely delivery.

Qualifications & Experience

• Bachelor's or Master's degree in Organizational Psychology, Industrial Engineering, Organizational Development, Business Administration, or related fields.
• At least 5 years of relevant experience in senior organizational development or people development roles.
• Experience working in medium to large-sized organizations with complex organizational structures.
• Proven experience in Organization Design, Performance Management, Organizational Development, and Talent & Leadership Development.

Required Competencies

Technical & Functional Competencies

• Strong knowledge of Organization Design and Organizational Development principles and methodologies.
• Expertise in Performance Management frameworks, processes, and performance analytics.
• Strong understanding of Talent Management and Leadership Development practices.
• Experience in Workforce Planning, Career Path Design, and Job Enrichment.
• Strong analytical capabilities and proficiency in HR metrics and organizational analytics.
• Project Management and Stakeholder Management capabilities.
• Business Acumen and understanding of organizational and business dynamics.

Behavioral Competencies

• Strong analytical thinking and problem-solving skills.
• Excellent communication, influencing, and interpersonal skills.
• Strong leadership and team development capabilities.
• Effective prioritization and time management.
• Ability to manage complexity and lead organizational change.
• Adaptability, creativity, and continuous learning mindset.