Manager - Organization Development - IT

Manager - Organization development

Organization Development Specialist

Organization Development:

- Keen observation of org wide challenges and problem areas that impact key Org metrics (both Business and People metrics).

- Systematically diagnoses problems & designs and implements holistic, cost effective solutions in partnership with the key stakeholders -especially Business Managers, Leaders and HR Business Partners. Solutions to have clearly defined KPIs (Business/ People Metrics) and be implemented with Project Plans

- Researches and analyses data for insights and actions

- Understands and uses OD tools/ instruments ; ranging from polls/surveys to Group Discussions, 1:1s, etc.

- Strengthening the KPIs driven, formal Culture Building journey

- Build Culture Ambassadors, Drive active culture citizenship & Drive Behavior Shift

- Embedding culture in People Processes & Systems

- Maintaining an enduring flavor of an ever-present vibrant "movement/zeal" in culture drive that invokes a deeper connect

Building Appreciation Culture:

- Owns Rewards & Recognition, measurably improving the Appreciation culture Index ; especially (though not limited to)- the formal R & Program

- Governance, utilization & employee experience of tools/resources in Rewards & Recognition Function & driving automation as needed; Internal Recognitions process Management Portal, Rewards Disbursement Portal.

- Database/records Management, MI Reporting/Dashboarding, Knowledge Management; Strong, hands-on discipline

AOP Management ; plans and tracks spends against domain budget:

Process Excellence & Execution Excellence:

- Execution of domain processes and policies in letter and spirit, with high compliance & quality, including being hands-on in conducting last mile operations & logistics activities as needed.

- Effectively leveraging partnership with HR Shared Services (Operations) Team.

- Owning any Process Audits (Internal and External)

- Designing & Delivering impactful Communication to employees/employee groups (via mailers, intranet, sessions, etc. ) on OD/Culture & Recognition domains, their Goals & Initiatives; For creating awareness, building brand for the programs and initiatives, creating value proposition for employees & achieving desired results/actions & ESAT. Partnering with Internal Communications & Employer Branding Teams meaningfully to achieve this.

- Stakeholder Management & Co-Creation

Other Must Haves:

- Ability to take a long-term view of results while necessarily defining short-term milestones (including patience, self-belief and conviction in projects with long-gestation period to yield long term results.)

- A demonstrated passion for helping individuals and organization Learn and Grow (also reflected in investment made in self-learning )