Key Responsibilities:

1. Strategic Development Planning:

• Develop and implement organizational development strategies that align with business goals.

• Identify organizational needs and recommend initiatives to enhance performance and effectiveness.

2. Change Management:

• Lead and support change management initiatives to ensure smooth transitions and minimize resistance.

• Develop frameworks and tools for managing organizational change.

3. Talent Development & Succession Planning:

• Design and implement talent development programs, including leadership development, coaching, and mentoring.

• Oversee succession planning processes to identify and develop future leaders.

4. Organizational Effectiveness:

• Conduct organizational assessments to identify areas for improvement and recommend interventions.

• Analyze organizational structures and provide insights to optimize effectiveness and streamline processes.

5. Learning :

• Collaborate with HR and leadership to assess learning and development needs across the organization.

• Design and deliver workshops, seminars, and training programs aimed at improving skills and competencies.

6. Employee Engagement & Culture:

• Promote initiatives that enhance employee engagement and improve workplace culture.

• Monitor and assess the effectiveness of employee engagement strategies.

7. Performance Management:

• Oversee performance management processes, including feedback systems, employee reviews, and goal setting.

• Provide support in developing performance improvement plans for employees.

8. Collaboration & Leadership:

• Work closely with senior leaders and cross-functional teams to drive organizational development initiatives.

• Act as a coach and advisor to managers in areas of leadership, team development, and conflict resolution.

9. Metrics & Reporting:

• Establish key performance indicators (KPIs) to measure the success of OD initiatives.

• Provide regular reports and insights to senior management on the impact of organizational development efforts.

Qualifications:

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field (Master’s preferred).

• 5-7 years of experience in organizational development, human resources, or related fields.

• Strong understanding of change management principles and practices.

• Experience with talent development, leadership coaching, performance management and effective Learning policies.

• Excellent interpersonal and communication skills, with the ability to influence and build relationships at all levels of the organization.

• Strong analytical and problem-solving skills, with the ability to assess organizational needs and recommend appropriate solutions.

• Proficiency in using HR and relevant tools, data analysis, and reporting software.

Preferred Skills:

• Certification in L&D, Change Management, or related areas. 

• Experience in designing and implementing learning and development programs.

• Familiarity with employee engagement tools and platforms.