Learning & Organizational Development Role - Real Estate/Construction Business

Learning & Organizational Development Role

Responsibilities:

- Facilitate the entire Learning & Development cycle by capturing training needs, coordinating with training specialists, conducting the training & evaluating the effectiveness of the training programs.

- Responsible for planning implementing all Culture Building & Employee Engagement Programmes across Sites & HO

- Planning and implementing OD Interventions like Functional Training Workshops, Personality Development Workshops and Mentoring.

- Driving Reward & Recognition Programme across the organization i.e. STAR (Special Tribute Awards for Results)

- Training Needs Identification and Co-ordinating in preparing Annual Training Plan for 1500+ employees

- Co-ordinating Managerial, Leadership and Soft Skill Training through internal and external resources

- Working on HRMS system (My Wings) to develop L&OD module & Budget maintenance.

- Training MIS preparation, analysis, reporting in Learning & Development

- Endure effective employee induction, to give an objective view of the organization culture & work ethic to the new joiners by way of conducting New Employee Orientation Programme.

- Handled End-to-End recruitment, managing employee referrals, co-ordination with consultant, induction, Manpower planning, Pre & post joining formalities, maintaining annual budget for entire Talent Acquisition team.

- Employee Communication / Engagement

- Running Knowledge based experiential learning Programme i.e. BOF (Birds of Feather)

- Running Women's Forum, created to help Women working in Omkar to advance their professional careers and the organization's business goals through a platform called WOA (Women At Omkar)

- Handling all Fun @ Work events/ celebrations programmes named as RAVE (Rejoice, Appreciate, Value & Excite)

- Documentation & Reporting

- Generating WOF reports, Employment comprehensive reports through HRMS portal

- Monthly L&OD MIS, Employee engagement reports etc.

- Analyze the training needs captured through the appraisal process, 360 Feedback and other valid inputs

- Design Individual Development Plans for Top Talents

- Prioritize training interventions and create the annual training calendar

- Facilitate (coordinate & Organize) the training programs - in house and outbound

- Ensure the robustness of the process to measure the effectiveness of the programs; take suitable actions to make the trainings more effective

- Drive the online learning agenda towards mobilizing a self-development culture and adoption of existing content through impactful initiatives, promoting through high impact creative communication campaigns

- Drive the annual L&OD programs, such as 360 degree feedback, providing guidance to the employees on how to interpret the various reports like 360 degree and online development cell to build their development plan employee engagement initiative (action planning post the results & implementation). Take ownership of initiatives related to L&D for the SBU(s) aligned with

- Prepare monthly MIS (Corporate and collating location MIS)

- Partner with external training providers/agencies to deliver training solutions

- Designing communication campaign for various initiatives

- Employee Development Programs: Contribute to the design and implementation of employee development initiatives, such as mentorship programs, job rotations, and leadership development programs. Help in identifying high-potential employees and supporting their growth and career progression.

- Leadership Development: Provide coaching and support to key leaders in the creation of robust development plans that meet succession and development needs.

- Employee Engagement: Developing Company Culture & Programs, Town hall, Fun@work, Engagement mailers, Rave, Women at Omkar, Omkar day, Rewards and recognition, Star awards, Annual Picnic etc

- Career Succession & Competencies mapping