1) People Strategy aligned with business strategy - Contribute along with President - HR in business strategy clarification at organizational level. - Develop HR strategy for the organization in alignment with the company strategic and business goals and ensure its cascade and alignment with sector HR strategies. - Crafting people strategy aligned with its culture & business imperatives and drive its implementation along with business and sector HR teams. - Conduct external research to leverage best practice in area of HR. - Anticipate organizational/ HR risks and develop mitigation strategies in consultation with Sector HR and continuously monitor those risks, their controlling factors & risk treatment plan and update the Enterprise Risk team on risk evaluations. 2) Organization Structure & Role Design - Converting business aligned people strategy into organization structure at sector/ unit/ function level. - Identify opportunities for organization development through internal diagnosis, sectoral inputs& external research and prepare a business case with benchmarking inputs to derive the business benefit. - Create buy in for the new structure across the levels in the sectors/, units/ functions for its seamless implementation. - Develop appropriate job descriptions for the roles that reflect the accurate responsibilities and expectations from the role. - Anchor Job Evaluation governance and methodology for the organization to ensure effective grading and designation framework for organization and ensure job evaluation of any new roles to align within the existing framework. - Define the competency framework for all the roles and run assessment against the competencies to find perfect/ near fit for the role. - Work on resource redeployment plan in case of excess manpower by creating internal resource pool and collaborating with sector HR Heads. 3) Manpower, Productivity and Other Structural Enablers - Lead projects for improvement of workforce productivity across corporate, sector and manufacturing units. - Conduct deep dive process study, technology requirements and process simplification mechanisms to identify areas of improvement for manpower productivity along with internal stakeholders/ external partners. - Identify workforce deployment models for specific business context through external market research and drive implementation if suitable to our context. 4) Transformation Projects and Change Management - Work with business on desired Culture transformation - Define intended organization culture, baseline current and develop change initiatives and institutionalize the action plan. - Responsible to drive the action plans to bring in change in mindset, behaviours & actions within organization with help of Sector HR and business teams. - Responsible to evaluate the gap if any between intended culture and realised culture and take corrective actions to move progressively on action/initiative plans. - Regularly conduct pulse check surveys for measuring effectiveness of change management initiatives and incorporate results into plan. - Reviewing organization's cultural issues and diagnose the root cause to take appropriate actions. - Identify change agents/ influencers and setup cross-functional change management teams to drive the change agenda within sectors, units, locations. - Provide support for sector level change management and culture integration initiatives. - Responsible to craft and deliver enablers for effective organization design through initiatives to drive empowerment through DoA framework, productivity, innovation, and effective ways of working.

Pune

Lead - Organization Development - Automobiles/Chemicals 

Job Description for Lead - Organization Development - Automobiles/Chemicals  in Indigo Global Consultants in  Pune for (20-25) years of experience. Apply Now!