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27/09 Antima
Senior Talent Acquisition Leader at Acctpro Advisory Services

Views:1010 Applications:94 Rec. Actions:Recruiter Actions:8

Manager - Organizational Development - IT & Cyber Security Operations Firm (10-16 yrs)

Bangalore Job Code: 1161166

Manager Organizational Development - Bangalore

Company Overview :

- Client does IT and Cybersecurity operations.

- We build and operate complex infrastructure - across on-premise, data centers, and clouds. We wrap any compute-storage-network platform with monitoring, automation and security services so customers can sleep while we cure failures and block threats.

- If Google's mission is to "organize the world's information", ours is to "operate the world's infrastructure" . We aren't quite there yet, so we focus on being the best at knowing and doing operations for mid-size, high-touch and high-change IT environments. Our customer base is made up of progressive companies who are flag bearers of new technology adoption and are risk-takers. We have participated in successful (and failed) projects and bring that accumulated experience to each of our clients.

- Since 2008, we have acted as an extension of internal IT and Security teams and along the way achieved a community of highly satisfied clients who rave about our "no-fluff just stuff" style.

Job description :

- To lead the delivery of Organizational Development (OD), Learning and Development (L&D) and Talent Acquisition and management Service across units, groups and location, developing the service to meet current and future business needs through working in partnership with managers and leaders to develop progressive OD, recruitment and L&D projects, systems and initiatives.

- Accountable for the day to day performance of the OD, Talent acquisition and management team.

- Lead the development and implementation of organization wide OD systems and processes, managing talent, developing management and leadership capability and embedding values and behaviors into all people processes and systems.

Must-have Experience and Skills :

- Organization development in general and change management and developing organization culture in particular

- Learning and development, particularly talent management, managerial and leadership development

- Track record in delivering successful OD projects and supporting major organizational change

- Experience of successful continuous organization improvement

- Change Management Skill

- Strong coaching and mentoring skill

- Excellent influential and interpersonal skills with people at all levels

- Excellent Written, Verbal Communication, Presentation and Managerial skills.

- Effective planning and project management skills with ability to set and work to (personal, time and budget) deadlines

- Working experience on compensation, employee engagement, performance management and L&D is must

- Proficient in competency mapping, skill inventory analysis, competency-based interviewing and employee profiling.

- Employee Analytics and Management Reporting

- Proficient computer skills including Microsoft Office and in-depth knowledge of data mining and internet research.

Good-to-have Skills :

- Experience in defining and employee engagement index and initiating new engagement programs.

- Working experience on recruitment and statutory compliance.

- Experience in global role is highly desirable

- Technology knowledge

- Ability to understand technology and to keep abreast of technology trends of the company

Key Responsibilities :

Organizational Development

- Research, analysis and ideas to the development of the HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.

- To design and deliver OD and change management strategies, processes and interventions that support the organization ambition to be a high performing organization; to include initiatives which foster a high-performance culture.

- To support specific performance improvement initiatives, e.g. through the implementation of a new behavioral competency framework or feedback process.

- To identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas.

- To commission and manage additional internal or external resources as and when required in order to ensure cost-effective delivery of agreed OD initiatives.

- To design and facilitate in-house events (e.g. workshops, away days) as required.

Learning & Development

- To develop the system and process to talent management and succession planning and to coordinate the contributions of key stakeholders to ensure effective implementation.

- To work with managers on the design and delivery of appropriate and relevant Personal Development Plans for their staff; to commission and evaluate agreed internally delivered interventions and to ensure best use of the development budgets.

- To develop coaching, mentoring and secondment schemes to support staff development and the achievement of Personal Development Plans.

- To lead on the development of an employee skills and knowledge database in order to maximize the diverse talents of the organization.

- Prepare and maintain the competency mapping for each role, maintain the individual skill gap

- Identify training/skills/competency needs within the organization.

- Identify skills shortage and where there is need to improve, and work with L&D Team to reduce the shortage

- Coach managers and supervisors to use company best practices for maximum effectiveness

Talent Retention

- To contribute to the development of policies and procedures in collaboration with the Head of HR and Operations team.

- Define and implement retention framework

- Channelize efforts towards retaining top performers, conducting stay interviews with identified top performers and creating & implementing the action plan

Performance Management

- To be responsible for the organization job evaluation system, advising on job design, job descriptions and the correct grading of jobs.

- Collaborating with leadership and management to implement robust Performance Management System

- Drive the performance management process and accordingly advise managers in PMS development, formulation and guide team in cultivating best practices approaches in setting PMS processes.

- Support managers and employees on Probation review, Performance management process, performance improvement and recommendations.

- Guide managers and employees on Performance Improvement Plan

Employee Engagement & Communication

- Oversee and drive end to end new employee orientation / Induction program

- Conduct one - one meeting with employees on quarterly basis

- Responsible for Communication, Counseling and Employee engagement activities: All internal communications, interactions with staff, finding the pulse of people.

- Work with business managers and employees to address all types of employee related issues/Grievances

- Guide HR Executive on engagement activities/meetings i.e. all hands meet, team outings, awareness meets and team building activities.

- Lead programs that are aimed at improving employee morale.

- Identify and analyze current organizational effectiveness.

- Design, Initiate and implement engagement surveys and engagement programs.

- Define and implement efficient and effective reward and recognition framework

Talent Acquisition

- Define, implement and maintain efficient, scalable, consistent, and effective talent acquisition processes

- Interact with various stakeholders for resource need forecasting and hiring plans

- Provide leadership and strategy to recruit top performing employees in a cost effective & timely manner to meet business goals

- Analyze the skills and qualities required for each position and develop job descriptions.

- Advertise vacancies, assess applications, interview applicants

- Manage the recruitment process and ensure candidates fit the role and the company culture

- Ensure positions are filled within the agreed timeline and budget

- Independently responsible for hiring of high impact lead and managerial roles

- Drive recruiting team performance through best practices, quality standards and performance metrics to consistently exceed hiring goals

- Coordinate and manage the orientation of new employees, process probationary reviews, employee evaluations and terminations

Analytics and Reporting

- Obtaining, analyzing, reporting data and recommending to top Management on weekly & monthly basis

- Guidance to HR Executive to prepare and publish reports for Reward and Recognition, Employee Connect, Recruitment, Performance related HR Metric

Women-friendly workplace:

Maternity and Paternity Benefits

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