Head - Organisation Capability Development

Description:

Role Purpose:

The role is responsible for driving the organizations people strategy, capability development, and transformation agenda aligned with long-term business growth.

The incumbent will partner with senior leadership to build future-ready organizational capabilities, leadership pipelines, and high-performance culture, while leading organization design, talent integration, learning, and HR digitization initiatives.

Key Responsibilities:

Strategic Leadership:

- Partner with the CEO and senior leadership to translate business strategy into organizational capability and people roadmaps.

- Define and drive long-term organizational development and workforce transformation strategies aligned with business growth and scalability.

- Lead enterprise-wide transformation initiatives including organizational redesign, culture transformation, and operating model evolution.

- Build future-ready capability frameworks supporting digital transformation, business expansion, and global integration.

- Drive leadership development and succession planning for critical roles.

- Act as a strategic advisor to business leaders on organization effectiveness, talent strategy, and change management.

- Define and drive the HR digital transformation roadmap, governance framework, and automation initiatives to enhance agility and operational excellence.

Organizational Development & Talent Strategy:

- Lead organizational design, workforce planning, and operating model implementation aligned with evolving business needs.

- Design and implement scalable OD frameworks to enhance organizational effectiveness.

- Lead strategic hiring and workforce planning aligned with business growth and critical talent needs.

- Drive talent integration across India and global operations, ensuring seamless cultural and operational alignment during expansions or restructuring.

- Design and implement career development frameworks, leadership development programs, and succession planning initiatives.

Learning, Capability Building & Performance Management:

- Develop and execute comprehensive learning and capability-building strategies aligned with business goals.

- Institutionalize structured learning frameworks, leadership programs, competency mapping, and skill development initiatives.

- Lead shopfloor capability building through skill matrices, multi-skilling initiatives, OJT programs, and certification frameworks.

- Drive performance management processes including goal setting, KRA/KPI alignment, performance reviews, and calibration.

- Embed a high-performance culture through accountability frameworks and productivity-focused interventions.

HR Transformation & Analytics:

- Lead HR digitization initiatives including HRMS implementation, performance management systems, and automation across the employee lifecycle.

- Standardize processes to improve governance, compliance, scalability, and employee experience.

- Develop HR dashboards and analytics frameworks to drive data-based decision making on attrition, productivity, and manpower planning.

Leadership & People Management:

- Build and lead high-performing OD, talent development, and transformation teams.

- Coach and mentor senior leaders and managers to enhance leadership effectiveness and people management capabilities.

- Drive employee engagement and culture-building initiatives.

- Foster a culture of collaboration, accountability, and continuous learning across the organization.

Key Result Areas (KRAs):

- Organizational capability development and transformation initiatives

- Organizational design, workforce planning, and operating model development

- Leadership pipeline, succession planning, and career development frameworks

- Learning & capability building across corporate and shopfloor workforce

- Performance management effectiveness and productivity enhancement

- Strategic hiring and critical talent acquisition

- HR digitization and process automation

- Talent integration and workforce transformation across operations

- HR analytics, dashboards, and data-driven workforce planning

Education & Experience:

Education:

- MBA from a reputed institute (preferred)

- Engineering or Mathematics/Statistics background desirable

Experience:

- 15-25 years of experience in Organizational Capability Development, Talent Management, and HR Transformation

- Proven track record in organizational design, large-scale transformation, and capability building

- Experience working in complex, fast-paced, matrixed organizations

- Exposure to talent integration and cross-cultural workforce management