Nielsen - Senior Manager - Organization Development Leader

About Us :

- In 100 countries around the world, Nielsen provides clients the most complete understanding of what consumers watch and buy.

- As a global leader in measurement and information, we believe providing our clients a precise understanding of the consumer is the key to making the right decisions -- decisions that can lead to profitable growth. At Nielsen, we- re always innovating to keep pace with emerging market trends and the increasingly diverse, demanding and connected consumer.

- After nearly a century, we- re more focused and skilled than ever at providing the complete view of what consumers watch and buy through powerful insights that clarify the relationship between content and commerce. Whether our clients are in media, consumer packaged goods, telecom or advertising, our expansive data and measurement capabilities provide market context and confidence through our long history of innovation and integrity.

Role Description:

Designation: Sr. Manager (OD Leader)

Unit : Talent Engagement and Development (TED)

Location: Mumbai

Job Description:

Role's Purpose - To lead global change by developing and engaging our pipeline of talent across all career stages, improving the capabilities of our leaders, and helping our leaders advance the company.

This position will be hired in the HR Team in Nielsen South Asia and would own and manage Organization Development Processes such as:

- Performance Management

- Talent Reviews

- Succession Planning

- Talent Councils

All of the above would result into Leadership Development @ Mid & Sr. Levels, Talent Movement & Retention and Employee Engagement initiatives. The The scope of this role would handle everything which is Non-Training while leveraging the tools of L&D.

Anyone applying for this role should have very good Conceptual and Working knowledge of various OD tools. Having deployed key Leadership Development and Change Initiatives in the past would be an added advantage. Being able to select the right Psychometric / OD tools and Vendors for the organization would be an important outcome.

Job Duties :

- Drive Cyclical HR Processes such as Performance & Talent Reviews and Succession Planning

- Establish & Manage Assessment Centre Process for growing right talent, internally

- Identify best in class tools (relevance wise) and work with vendors thereof in order to bring on board capabilities which we may not have or may not choose to run in-house

- Manage end-to-end ad-hoc OD projects / initiatives assigned, including planning, monitoring, executing and reporting

- Develop communication strategies and prepare materials in partnership with others to support these efforts

- Stay updated with new tools in the OD space and bring them to the business from time to time as per need

Key Personality Attributes :

- Driven - is not asked to or instructed for work but finds gaps in business on their own and puts a plan behind

- Expert - well versed with the tools used in OD and is able to consult with people with confidence and preparation

- Collaborator - looks at any initiative as a collection of people. Believes in the phrase, - I don- t know everything

- High SAY:D0 Ratio

Key Skills :

- Competency Mapping

- Assessment and Development Centres

- Psychometric Analysis

- OD Diagnostics and Deployment Frameworks

- Change Management Process

Experience :

- 3-5 years of OD Experience, with about 8 - 10 years of overall experience

- Exposure to Process Facilitation, Leadership Development and Talent Management processes.

- Any industry welcome Experience of working in service industry preferably in FMCG.

Qualification

- MBA in HR or Masters in Applied Psychology.

OUR VALUES

OPEN - Our OPEN systems, product designs and processes are made possible by the innovation that comes from openly sharing ideas.

CONNECTED - We- re CONNECTED in many ways: our systems connect to one another and to our clients- ; and we connect to one another every day through the platform of our company.

USEFUL - The more USEFUL our data is, the more effective we are; we- re committed to being useful to our clients and to helping one another succeed.

PERSONAL - The best way to feel fulfilled and authentically connect to your work, clients and colleagues is to make your work and your relationships PERSONAL.