Role Purpose:

The Assistant Manager - OD will be responsible for executing organizational development programs and frameworks that support business growth, employee development, and cultural alignment. The role demands hands-on involvement in real-time projects, ownership of OD tools and interventions, and measurable impact through data-backed outcomes.

Key Responsibilities & Accountability Areas:

1. Organizational Diagnostics & Design

Responsible for:

- Conducting organizational assessments (e.g., structure, process, capability gaps) in collaboration with HRBPs and Functional Heads

- Analysing business and people data to diagnose systemic issues (e.g., high attrition, low engagement, leadership gaps).

- Designing org structures, role clarity frameworks, and decision-rights models based on findings.

Accountable for:

- Delivering diagnostic reports with clear recommendations within agreed timelines.

- Designing fit-for-purpose OD interventions and securing buy-in from stakeholders.

2. Change Management & Transformation Projects

Responsible for:

- Supporting the AVP in designing change management plans for enterprise initiatives (e.g., digital transformation, M&A, policy changes).

- Creating change communication toolkits (FAQs, manager guides, decks).

- Conducting impact assessments and stakeholder analysis for key change initiatives.

Accountable for:

- Executing change initiatives as per the project roadmap.

- Monitoring adoption metrics (utilization, feedback) and escalating resistance issues early.

3. Talent Management & Succession Planning

Responsible for:

- Coordinating and executing the annual talent review process - including preparation of talent grids, succession charts, and talent calibration sessions.

- Maintaining updated leadership and critical role succession plans in the HR system.

- Facilitating career path design for select roles/functions in partnership with HRBPs and business leaders.

Accountable for:

- Ensuring timely closure of talent review cycles and submission of action plans.

- Monitoring progress of successors' development plans quarterly.

4. Capability Building & Learning Design

Responsible for:

- Identifying skill gaps across functions based on performance and feedback data.

- Designing targeted development journeys (e.g., new manager development, HiPo tracks, functional academies).

- Liaising with external vendors or internal trainers to execute learning programs.

Accountable for:

- Measuring ROI of learning programs using Kirkpatrick/other models.

- Driving 70:20:10 learning approach across development interventions.

5. Employee Engagement & Culture Building

Responsible for:

- Leading the annual engagement survey roll-out in partnership with external vendors and internal comms.

- Driving post-survey action planning with departments and tracking implementation status.

- Supporting AVP in designing culture interventions (e.g., values embedding, recognition programs, listening strategies).

Accountable for:

- Achieving >90% response rate in surveys and 100% completion of action planning.

- Driving data-backed culture dashboards to leadership on a quarterly basis.

6. OD Tools, Frameworks, and Analytics

Responsible for:

- Managing OD tools like competency frameworks, assessment centers, psychometric instruments (MBTI, DISC, Hogan, etc.).

- Supporting performance enablement frameworks (OKRs, KRAs, feedback loops) in alignment with business strategy.

- Building and maintaining dashboards (Power BI, Excel) to track talent KPIs.

Accountable for:

- Keeping all OD tools updated, aligned, and communicated to HRBPs and business units.

- Delivering monthly and quarterly reports on OD effectiveness to AVP.

Qualifications:

- Master's degree in Human Resources, Organizational Psychology, or equivalent.

- 8-10 years of relevant experience in OD, Talent Management, or Strategic HR roles.

- Prior experience in running OD cycles independently in a mid-to-large organization.

Skills & Competencies:

- Strong facilitation skills for leadership and talent workshops.

- Proficiency in MS Excel, PowerPoint, data visualization (Power BI/Tableau preferred).

- Sound understanding of behavioral and competency assessments.

- Project management capabilities with proven ability to handle multiple OD interventions simultaneously.

- Strong interpersonal skills and executive presence to work with senior leaders.

Preferred Certifications (not mandatory):

- Prosci Change Management Certification

- Certified OD Practitioner

- MBTI, Hogan, DISC, or other psychometric tools