What would you be doing/ Expected from this role?
- Lead the design, rollout, and continuous improvement of the OKR framework across all business units.
- Partner with CXOs, business and functional heads to cascade organizational objectives into team and individual OKRs.
- Establish and manage the OKR calendar, including annual and quarterly OKRs development, periodic OKR reviews, check-ins, retrospectives, and reporting.
- Drive adoption and cultural change toward outcome-focused execution, create and manage a comprehensive program roadmap and execution plan.
- Partner with HRBP, leadership and L&D teams to integrate OKRs into ongoing performance and talent discussion, growth and progression.
- Build and maintain dashboards to monitor OKR progress, analyze trends, flag risks or gaps, and provide leadership with data-driven insights to enable timely course corrections and foster accountability.
- Serve as the internal OKR champion by driving awareness, orientation, and capability-building initiatives across levels, while developing toolkits, templates, and guidance documents to simplify adoption and support a result-driven culture.
- Partner with leadership to review and optimize existing organizational structures for efficiency, scalability, and agility.
- Support leadership during organizational change initiatives- function realignment, or new business verticals setup.
- Conduct periodic organization diagnostics (span of control, layers, role clarity, etc.) to recommend restructuring or realignment.
- Collaborate with business and HR teams to define role charters, capability frameworks, and job levelling structures.
Who are we looking for?
- Strong understanding of OKR and organizational effectiveness methodologies.
- Excellent stakeholder management skills across CXO and business leadership levels.
- Analytical mindset with proficiency in Excel and similar tools.
- Strategic thinking with attention to detail and execution excellence.
- Exposure to change management, competency frameworks, and HR analytics preferred.
- Comfortable working in an environment where requirements and priorities may shift frequently. Able to pivot quickly and adapt to changing business needs.
Qualification & Experience:
- Master's degree in HR, Business Management, or related field.
- 8-12 years of experience in HR strategy, organizational development, or performance management roles.
- Prior experience in implementing OKR frameworks or large-scale organizational transformation projects is highly desirable.
Didn’t find the job appropriate? Report this Job
